In most vacancy advertisements, we don’t find company contact details. In some advertisements we put only the mail address or the postal address for them to send CVs.



I wonder why don’t we allow candidates to reach us and have an open ended discussion with us.? Sometimes at the interviews, we are not in a position to check all the relevant details. Specially if the company doesn’t have a proper interviewing methodology, we will not be able to check candidate’s suitability to the position and to the organization easily. Apparently the section decision will be based on bias / personalized decisions. As soon as an interview gets over, we close every door which they can reach us and whenever someone calls, we say them that the interviews are over. If someone asks a question before the interview, we ask them to ‘come to the interview and ask whatever you have in your mind’.



I feel Very strongly that we lose very good candidates due to these traditional selection methods. If we are a service organization / shop, do we close our doors to the customers? In recruitment, candidates are our external customers. Aren’t we lose golden coins by closing doors for our own comfort?



Some one can argue that if we allow candidates to reach us, we will be ended up with a stream of telephone calls which are not either answerable or don’t have an authority to answer. I agree. There is no argument about that. But what I emphasis is something different than usual inquiries about vacancies or job openings.



If someone has a report to present us to support his / her interview, how often we allow them to reach us? Reaching at least the HR Manager / Head of HR is not an easy task. So do we allow candidates to reach us to show their real capabilities other than asking structured questions which are based on our small / limited knowledge and personalized viewpoints.



You might sit in the interviewing panels often. Think friends. Love to see your comments.