The Deadly Mix: How Automated Processes and Inexperienced Recruiters are Costing You Top Talent

Hey there, trailblazers! It’s time for another edition of "Why Not?"—your go-to newsletter for radically creative but tangible perspectives on solving today's big problems. This time, we're diving into a topic that affects us all: recruiting.

The Problem: Automated Recruiting Is Missing the Mark

In today's fast-paced world, many companies have turned to automated recruiting processes to save time and money. According to HBR in the US only over 40% of big corporations have outsourced hiring process. But here's the catch: these systems often rely on a mix of automation and inexperienced staff ticking boxes, which means great candidates are often getting overlooked.

A study by Harvard Business Review found that 88% of qualified candidates are filtered out by automated systems.

Why This Happens

Automated recruiting tools often use algorithms and keyword matching to filter candidates. The problem? These systems are only as good as the criteria set by the human operators—often recruiters with limited experience. These recruiters have:

• Limited Expertise: They often follow strict guidelines without the flexibility to recognize exceptional candidates who don't fit the exact mold. They lack the experience to understand when a candidate's unique background could be a significant asset to the company.
• Rigid Salary Caps: They stick to preset salary ranges without considering the true value a candidate could bring. This drives top talent away, especially in competitive markets where skilled professionals know their worth.
• Awkward Interviews: They focus too much on scripted questions or miss cues that a more seasoned professional would catch. They might not recognize the value of non-traditional resumes or diverse career paths.

The Impact: Your Company Could Be Losing Out

When great candidates get filtered out, your company not only misses out on top talent but also risks stifling diversity and innovation. Sooner or later this will lead to a homogenized workforce that lacks the creativity and fresh perspectives needed to solve complex problems.

The Solution: Rethink Your Recruiting Process

1. Humanize the Process: Use technology to assist, not replace, human judgment. Consider combining automated systems with manual reviews by experienced staff who can spot talent that algorithms or young recruiters might miss.
2. Train Your Team: Equip your recruiting team with the skills to identify potential beyond the checkbox. Encourage them to look for transferable skills, diverse experiences, and unconventional backgrounds.
3. Diverse Hiring Panels: Involve people from different departments and backgrounds in the hiring process. They can provide different perspectives on what makes a candidate truly valuable.
4. Implement Blind Hiring Practices: Remove names, ages, and other personal details from resumes during the initial screening to reduce unconscious bias. Focus purely on skills and experiences.

Best Practices from Leading Companies

Google: Google has famously revamped its hiring process multiple times to reduce biases and avoid missing out on unconventional talent. They focus on structured interviews and cross-functional hiring panels to get diverse input on candidates.

Unilever: Unilever uses a combination of AI and human oversight. Their system assesses candidates' problem-solving skills and cultural fit through gamified assessments, but final decisions always involve experienced recruiters.

Atlassian: has made diversity and inclusion a priority in its recruiting process. They use a mix of blind hiring, diverse interview panels, and an emphasis on potential and learning agility rather than just past experience.

The Takeaway: Why Not Open Your Mind?

In a world where innovation and creativity are more critical than ever, your recruiting process should be an engine for diversity and fresh thinking, not a barrier. By rethinking your approach to hiring, you can uncover hidden talent, bring new perspectives into your organization, and set the stage for future success.

So, why not take a closer look at your recruiting process today? The next game-changing hire might be just outside the checkbox ;-)

Why Not? Is the Newsletter for those who are Looking for Radically Creative but Tangible Perspectives for Solving the Pressing Issues of Our Time.

Stay tuned for more insights into radically creative solutions. The future is already here for those who start with WHY NOT!