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AN UNTHINKING HIRING MACHINE – PART I
Published on April 12, 2021
Hiring

An UNTHINKING HIRING MACHINE – PART I

Where did hiring go all wrong?  In this Hiring Part I article series, I’ll be answering the riddle how an artificial hiring RULE became the basis of the Unthinking Hiring Machine where we all know today.

More importantly, I’ll be explaining how this RULE developed beneath the radar beneath a sort of guise of “good sense“.  As a result, this has proven to be far more destructive than originally anticipated, thus thwarting corporate hiring efforts costing businesses unforeseen millions.

In conclusion, in this two part series; I’ll be exploring how this RULE evolved, as a solution to a simple problem, impacting nearly every facet of contemporary hiring practices along with it’s widespread viral-adoption.

Worst of all, you’ll get the 411 how 3rd Party recruitment agencies have surreptitiously been profiting from widespread ignorance.


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?

Golden Rule:

“KEEP RESUMES SHORT – 1 or 2 PAGES”

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.


 

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Quote:

“An idea is like a virus. Resilient. Highly contagious. And even the smallest seed of an idea can grow. It can grow to define or destroy you.”

Leonardo DiCaprio – Inception 2010

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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

Hiring Managers

  • Despite resume health, this process consequently generates and funnels ENORMOUS VOLUMES of resumes to hiring managers.
  • Accordingly, the burden falls to hiring managers to not only cull through even more resumes today, but to also evaluate their health and worth.
  • As a result, in order to regulate the volume of resumes, quantities caps are instituted limiting submissions (first come, first serve).
  • Furthermore, the volume of resumes significantly reduces the quality-time hiring managers have for candidate selection (hence the aged adage, “resumes should catch the attention of your audience in 6-8 seconds”).
  • Hiring managers and teams, in brief, routinely conduct scores of interviews (typically dozens) on unqualified candidates.  This eats up a lot of time.
  • As a result, businesses experience higher attrition due to the onboarding of unqualified resources.
  • Truly qualified candidates, with healthy but perhaps lengthier resumes, are held back, sometimes never seen.  These are sometimes presented after the first or second rounds of less qualified candidates are disqualified.
  • Consequently, budgeted projects are typically delayed, costing more, due to resource or staffing fulfillment delays.

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.


EPILOGUE

In the second part of this article, we’ll be going even further exploring the history how this whole mess came about.

At DTS Inc. we take pride in our thoroughness spending time to speak to and appropriately screen all candidates.  Some make it, some do not.  We consult our qualified candidates by increasing the overall health, conciseness and relevance of their resumes making for an easy decision process for our customers.

Contact DTS Inc. to experience the difference.

Warmest Regards,
SHAWN MAY
DTS Inc. | Principal Architect & CEO – About DTS


 

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