Are We Revolutionizing Or Ruining Recruiting?
Confession. I stole the headline. It’s a damn good question - one all these headlines about the “future of work” aren’t asking. It doesn’t really serve HR technology businesses to talk about if they’re making things worse. They’re all in on the tech - for obvious reasons.
For those of us that have been in this industry for a while? We know better. Folks have been talking about revolutionizing recruiting for as long as they had a social media account to post it on. We claimed we’d revolutionize with all kinds of projects that are now part of the technology graveyard: talent communities, social media hiring, and more.
Not trying to be harsh here, but most recruiting processes still suck. How much has even changed about recruiting for most organizations? Since the 1970s before everyone had an ATS and a CRM and 4 other acronyms to do the same thing people did with a legal pad 20 years ago, not much.
If you ask candidates, most would agree.
--> 60% of job seekers quit in the middle of online job applications (CareerBuilder)
--> 75% of job seekers never receive feedback (Zety)
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--> 58% say hiring takes too long (Glassdoor)
While things have evolved for some, candidates would likely tell you it hasn’t. Candidates are still applying for jobs that feel like a black hole without ever hearing back. They’re still getting ghosted halfway through the process. Still uploading their resume only to have to enter each detail in line by line.
It doesn’t feel any different to them. It still feels hopeless.
Do you actually want to revolutionize recruiting? Then we have to change how it feels to apply and ask different questions. How do we use AI to create guided application processes that incorporate human answers to common questions? How can we provide feedback in a way that’s not creating a liability? How do we make humans better at communicating?
This month, and every month, I write posts to teach people how to be better humans. Click here to get my posts sent to your inbox or go ahead and read this month’s posts below:
Relentless advocate for small businesses and military, diversely-abled and justice-involved talent. ??Matching . People . Instantly?? Leader in skills-based hiring. ?? Warrior Rising ?? Goldman Sachs 10KSB Alumni
3 个月Katrina, my fingers can't type fast enough for the thoughts coming from my brain. This is exactly why Talents ASCEND? exists. A skills-based, blind-matching process that aligns a candidate's skills, location and salary with the skills, location and salary a business. No resume. No application. Absolutely right the that hiring process is broken and needs a revolution. Viva la revolucion!
Your Leading Employer Branding and Recruitment Marketing Partner for Your Critical Hiring Needs ?
3 个月Only 10% of people who view a company career site apply for a job. I’m solving that problem these days.
Executive Resume Writer endorsed & hired by Recruiters | Ex-Executive Search Recruiter | 190+ monthly LinkedIn Recommendations over 10 years | FreeExecJobSearchTraining.com | M.E.T.A Job Landing System Creator
3 个月People yearn for human connection among all of the tech.
Founder @ SkillSpotterZ??| Global Talent Freelancer Advocate | Human-Led Hiring and Sourcing Talent
3 个月Love this! It’s either we buckle up and learn how to communicate more humanly, or we let AI 'teach' us how to be human (AI sarcastically laughing ??). If it’s the latter, none of the revolutionary methods will save recruiting or the candidates...
Talent Management Strategist and Consultant | Speaker ?? Marathoner ????♀?
3 个月I'd love to see a revolution in recruiting! Right now it feels painful - having to apply for jobs on company sites that require you to create an account (one that likely you'll never use again and it's unclear if by creating an account the company actively goes through the applicant pool from time to time to proactively reach out to about new opportunities); then the resume parser gets 50% of the uploaded resume, but you need to fix the formatting and add in dates and degrees. And click submit, and then maybe weeks or months go by before you hear from a recruiter to set up a phone screen or you get a form rejection note (if you're lucky). And then during the process when recruiters ghost candidates; that's ridiculous. Lots of opportunity to improve the overall candidate experience ??