The Hiring Process is Broken – The problem is outdated practises

Let’s face it: the hiring process as we know it is broken. Traditional practices such as lengthy interview cycles, over-reliance on resumes, and rigid hiring criteria are no longer fit for purpose. They’re time-consuming, biased, and often fail to identify the best talent. In a world where agility and innovation drive success, companies need a hiring approach that’s efficient, equitable, and effective.

Here’s what’s wrong with the traditional hiring process and actionable steps to fix it.

The Problem: Outdated Practices

1. Over-Reliance on Resumes Resumes often highlight surface-level information rather than true capability or potential. They can also perpetuate bias, as they reveal details like education, work gaps, or names that may influence unconscious judgments.
2. Lengthy Interview Cycles Endless rounds of interviews and assessments frustrate candidates and delay decision-making. Top talent isn’t willing to wait weeks for an offer; they’re likely to accept other opportunities.
3. Rigid Job Requirements By focusing on fixed qualifications and experience, companies miss out on candidates with transferable skills or unconventional career paths who could excel in the role.
4. Bias in Hiring Many traditional practices—such as unstructured interviews—introduce biases that hinder diversity and limit access to exceptional talent.

Tune in tomorrow to see how we fix outdated hiring processes.

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