We’ve all heard the phrase “you need to work within the process” (most likely from a HR recruiter or possibly your manager). Of course, this can mean a number of different things, but typically it means following an established (or perceived) set of guidelines, and as we all know that when it comes to recruiting, process is essential. However, some “processes” can come at a cost, sometimes a very high one.

Avoiding a process doesn’t make sense just to make things easier on any one person, but it can make sense if it means avoiding a significant problem at a relatively small cost. So how do we know what’s significant and what is not? Hmmm, dialogue. Yep, call me Dr. Phil, but frequent & open dialogue between the hiring manager (& HR) and the recruiting professional allows for this “process” to be augmented & adjusted on the fly to better allow for a smooth process. Of course, contrary to the popular belief of most HR professionals, recruiters do not circumvent a process solely by themselves, but the good ones can put the wheels in motion by communicating effectively with the client company and making known the potential obstacles (candidate timelines, other interviews, etc.) and achieve the goals of the organization at a cost that most are willing to incur. So while most view a process like a recipe (to be followed step by step exactly), understand it’s more of an outline to be added to, subtracted from and moved around to fit the situation at hand in an attempt to make it all come out just right.