Corporate recruiting is broken – it’s dysfunctional and ineffective, and sucks time and money employers could be using to make better products and services. If you need evidence of the sorry state of the recruiting process at essentially any large or medium-sized employer, just talk to a job seeker — or a hiring manager, for that matter.
Hiring processes are too slow, too cumbersome, and too stuffed with red-tape bureaucracy to allow employers to make thoughtful decisions about the people they’re evaluating. The typical recruiting process is full of unnecessary steps and pointless slights and insults to job-seekers. None of this does an employer any good, but it preserves order (or the appearance of order) and keeps bureaucrats busy, so you don’t find many organizations willing to scrap the broken process and start over. Still, if a CEO were inclined to re-design the recruiting process to make it work for living human people, here are five ways he or she could go about it:
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- Clearview Collection, Hiring Process, Liz Ryan, Recruiting