Feng Shui and the Art of Recruitment

What does feng shui have to do with recruitment, you may ask? On the surface, very little, however, if we really think about it, recruitment draws upon many ancient rituals and customs - some good, some not so good.

Take feng shui, for instance. The ancient art of creating an environment that results in harmony, tranquility, prosperity or whatever state of being is required. In recruiting staff we arrange the physical layout of the interview room and pay attention to detail such as where the interviewee will sit. I know that many people pay little attention to such detail whilst others go to great lengths to ensure that everything is 'just right'. So what are the big turnoffs in the recruiting process? Here is my selection for the 'Top 10' recruitment turnoffs.

For the employer:

Arriving late for interview - no brownie points won here! Unless you've been run over by a double decker bus and had to hobble to the interview on crutches, such tardiness is never acceptable and will likely result in being unsuccessful for the job. Lateness sends a clear message to the interviewer that you are either disinterested in the job, are unable to organise yourself or that you don't respect the fact that the interviewer has given up precious time to see you. Definitely job suicide!

Poor presentation - You are being judged the moment you enter the premises. Poor or inappropriate presentation is never excusable. If in doubt, overdress and impress!

Lack of interest or enthusiasm - it is a fact that more times than not, employers will choose candidates who are outgoing and enthusiastic. The more extraverted you can be, the better your chances of success. If we think about our feng shui example, it is natural that employers prefer to employ people who are happy, outgoing and positive. An outgoing attitude is often related to qualities such as agreeableness, interest and action orientation. All positive attributes for any team based role.

Lack of preparation for the interview - Lack of knowledge about the job or the hiring organisation signals a lack of interest in the job. Serious candidates take the initiative to find about the organisation and the job preparing questions that demonstrate their interest and understanding.

Talking too much or too little - Candidates who over-respond to questions or talk too much often lack self awareness and an awareness of their impact upon others, especially the interviewer! If you want to saboutage your job chances, then holding the interviewer to ransom is one sure way of succeeding!

For the candidate:

Keeping the candidate waiting too long - The interview is a two way process. Remember that the candidate is assessing you and your organisation just as you are assessing them for their suitability for the job role in question. If you are running late, show a little courtesy to the candidate by letting them know. This not only demonstrates your professionalism but also that you care for others. Very important qualities in employer selection.

Lack of preparation - Candidates are not inspired or filled with confidence in the organisation if they sense a lack of preparedness on the part of the employer. This stems from the initial contact at the reception through to not being aware of the candidate's background, shuffling through a pile of résumés until the right one is found or not being aware of the job requirements; none of which instills the candidate with confidence in the organisation and may well lead to rejection of any job offer. Lack of preparation shows a lack of professionalism.

Interruptions - Taking telephone calls and allowing other interruptions is not acceptable and results in a disjointed interview. This is a big candidate turnoff and reflects very poorly upon the interviewer and the organisation. Arrange for telephone calls to be diverted for the duration of the interview and ensure that all staff are aware that you are not to be interrupted by for any reason short of an atomic explosion.

Asking personal questions - Discrimination laws are in place to ensure that employers do not discriminate on the basis of personal factors such as age, gender, marital status, political interest, disability, religion and ethnicity. It is no longer acceptable practice to ask about family circumstances and the like. This is a big candidate turnoff and one which is likely to get you into hot water with the Equal Opportunity Commissioner!

The power or stress interview - This style of interview went out with Noah and the Ark! Any astute candidate will pick up the vibes pretty quickly and will likely decide that this is not the type of organisation they want to work for. There are tests for assessing a person's ability to cope with stress. Trying to evaluate data from such an interview is a little like tossing confetti in the air. The reliability of such data is highly questionable and can lead to candidate alienation and subsequent rejection of any job offer.

In seeking the right path towards recruitment nirvana remember one ancient and important concept - 'Do unto others as you would have them do unto you' There's nothing really mystical about it. Common sense and common courtesy lead to recruitment feng shui magic!