An UNTHINKING HIRING MACHINE – PART I

An UNTHINKING HIRING RULE

Over a decade ago, an unthinking flaw crept into our hiring process which corporations rely heavily upon. This purely occurred by happenstance.

This happens to be one of those silent, but deadly, bolts of lighting. It quietly rippled through the very fabric which presently defines nearly our corporate hiring standards. In other words, this flew in beneath the radar overnight.

This de facto RULE gained widespread favor and adoption as the GOLDEN STANDARD for hiring.  In addition, it gained far more adoption and notoriety abroad. Over a short period, this pervaded nearly every aspect of corporate hiring process felt by management and jobseekers alike. 

The impacts of attrition and reputation are felt everywhere.  Above all, customers are hit hardest.

Ok – so what is this golden rule?

As strange as this may sound, the history and path of this simple, benign, rule continues to erode the very foundations of hiring practices.

One might skeptically balk how something so simple could have gone UNNOTICED leading to widespread loss and impact?  After all, this rule seemingly makes perfect sense.

Anything can be dressed up and adorned so thoroughly to be made or appear logical and/or attractive.  For example, the supposed benefits of the latest pharma-drug or the electric buzz from today’s multitier-pyramid marketing scheme.

However – putting lipstick and sunglasses on a pig doesn’t change the fact – it’s still a pig.

IMPACT SUMMARY: AN UNTHINKING HIRING MACHINE

3rd Party Recruitment Agencies

• The primary language of most recruitment agencies do not adhere to the country’s language.  As a result, this limits their ability to properly evaluate resume health.
• Recruiters capable of understanding the structure, conventions and nomenclature of that particular country’s language and technology is best suited for candidate screening. However, this is seldom the scene.  Many off-shore resume-shops are utilized ONLY to reducing costs.
• As a result, the least expensive candidates are most often the first to be submitted.
• As a consequence, most recruiting agencies do not possess the background nor skill to evaluate the efficacy of a candidate’s skills or resume.  This duty therefore falls to the hiring manager and their teams.
• Other than perhaps length or buzz words, most recruitment agencies have very little to properly judge or determine a candidate’s value or worth.  
• Implementations partners typically farm work to off-shore recruitment agencies as a perceived method to reducing costs.
• Healthy and lengthier, resumes from perhaps qualified candidates, indeed held back for possible second or third round selections.
• In the final analysis, the volume of submitted resumes is directly proportionate to the layers of recruitment agencies involved (routinely between  2-5 layers)

Regardless of having the most qualified candidate, with a top notch resume, if the resume is greater than 2 pages, there’s a excellent chance it won’t be submitted.  If it happens to arrive, it will certainly be buried beneath countless other resumes which followed the length criterium.

LATEST VIDEOS