Woodruff and Colleagues

ncreasing Team Productivity

The very first job I had outside the family business was at the Kentucky Fried Chicken in our small town.  My parents knew the owner and suggested to my one-and-a-half-year older sister that maybe she should go and talk to him to see if she could get a job there.  I immediately stated I, too, wanted to go and speak with him and get a job.  So, off we went, spoke with the Manager, the owner’s son, and we both got hired. I worked there one summer, but it was the beginning of my working and learning experience.  I haven’t been without a job since.


It used to be potential employers wanted to meet with people, get to know them (probably heard about them wanting a job from a current employee and possibly the candidate`s parent), then offer them a job.  You would complete an application and provide a resume only if they asked for it, which was rare.  We then went through a period where employers did not want family members or friends, they chose to post positions and conduct friendly interviews to ensure the candidate would fit in.  As more and more people entered the workforce the employer now focused on whether the interviewee was truthful in reporting their work history, skills, and accomplishments.

These days, the employer wants to know how they can quickly screen people OUT, so that the hiring process stops costing so much money.  Today, often there’s the 5 – 10-minute initial screening (how does this person conduct themselves on the phone?).  If successful, the candidate may then have a half-hour telephone interview.  The next step, if the candidate does well, is to have them come in for at least one interview, often 45-minutes to an hour, and perhaps to a panel of interviewers.  This may be followed with a technical interview, which would likely be conducted by the person who would be that candidate’s supervisor.  This can be followed by any number of interviews from the person from Human Resources to see what kind of character the candidate possesses, right up to the President of the Company simply to see if they like you.


Each step is designed to reduce the costs of hiring.  Any candidate that fails to proceed to the highest level saves the company the costs of each progressive step.  The candidates who make it through this process successfully are at a very high cost to the company.  Yes, the hiring process has changed over the years, and although companies are once again open to considering friends and family, they will still have to be successful in each progressive step.


If you would like to access our “costs of hiring” calculator, click here.

The content in all blogs is the point of view of the blog author and is based on their experiences.  Readers have the option to disagree, and/or, disregard any information in any blog.

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