The Hiring Game: Rigged, Outdated, and In Need of an Overhaul

Ever notice how these hiring managers are stuck in the past? They judge candidates based on textbooks older than disco, relying on case studies from the days of leg warmers and shoulder pads.

"Oh, you left your last job after six months? Must be a job hopper, can't commit."

What a load of crap! Maybe the company was a toxic cesspool, the boss a power-hungry lunatic. Maybe the whole place was a disorganized mess. But do these HR know-it-alls with their shiny degrees care? Nope. They see a resume, a bunch of dates, and make snap judgments faster than you can say "corporate ladder."

Here's what I say: give the person a chance. Talk to them, for chrissake. Find out why they left. Maybe they're a diamond in the rough, a visionary trapped in a cubicle farm. Maybe they have ideas that'll turn your whole damn company around.

But no, we gotta stick to the script, follow the damn checklists, and treat people like numbers.

It's a shame. These people are desperate. They're trying to feed their families, pay their bills, maybe even chase a damn dream. But the system is rigged against them. The whole hiring process is a crapshoot, a lottery where the odds are stacked against anyone who doesn't fit the mold.

So next time you're sitting across from some nervous kid fresh out of college, or some seasoned pro who's been around the block a few times, remember: they're not just a piece of paper. They're human beings with hopes, dreams, and a whole lot of potential.

Give 'em a chance, will ya? You might just be surprised.