The Vicious Cycle in Recruitment: Bandaids on the Bullet Hole
As employers, job seekers, and society as a whole, we are navigating a vicious cycle in the world of recruitment and hiring. Rather than focusing on solutions for the side effects of these underlying issues, let's come together and find a solution for the underlying issues with empathy, understanding, and a genuine desire for positive change.
On one side, job seekers are increasingly frustrated by the reality that their applications are being filtered out by AI-driven systems, leading them to resort to using auto-apply tools in a desperate attempt to improve their odds. On the other hand, companies are creating lengthy, redundant application processes and relying on opaque scoring systems that leave candidates feeling like they're tossing their resumes into a black hole, only to never hear back.
Adding to the cycle, some companies are posting jobs they don't even intend to fill, further disheartening job seekers. These companies are then overwhelmed with AI-generated resumes and cover letters, they decide to lengthen their interview processes even more to include redundant interviews and assessments to make up for the lack of trust and workforce planning in their orgs. In response, job seekers are turning to AI to complete the assessments companies are using, creating a never-ending technological one-up-manship.
To make matters worse, many companies are asking applicants to essentially do "free work" in the form of case studies or presentations, only to then ghost or reject these candidates after they've (and Chat GPT) invested significant time and effort. The resources "we" use to get industry news and updates on what's going on in corporate America are publishing articles encouraging job seekers to use automated tools and methods to apply for jobs. Then Instead of providing meaningful feedback or acknowledgment to job applicants, companies are sending nothing or impersonal, automated rejection emails that essentially say "Thanks for applying, If we like you we'll let you know. If not, we don't have time to let you know. Don't expect a response" further disengaging and dishearten job seekers.
As we go round and round we are just creating solutions to treat symptoms, not the underlying cause.
At the heart of this vicious cycle lies a fundamental disconnect. Companies are building inefficient recruitment workflows, often created by people who just don’t understand how finding a job works TODAY. The people tasked to create these workflows are typically HR generalists with a compliance-focused approach or HR leaders who are out of touch with the realities of sourcing, contacting, and assessing candidates TODAY. What's missing is the expertise of a dedicated recruitment or talent strategy specialist who can bring a modern, holistic view to the process.
HR generalists and HR Leaders are doing their best with the limited knowledge and resources at their disposal, but they are missing the nuanced understanding of job seeker behavior, job board algorithms, and the ever-evolving landscape of AI, social media, and technology. This lack of expertise is causing the cycle or pattern of poor, outdated, or ineffective recruitment approaches to persist and continue happening over and over again.
To break this vicious cycle, companies (a lot of companies, really all companies) need to raise their standards, audit, and build ethical recruitment strategies that work in harmony with advanced technology. It's essential to incorporate a deep understanding of job seeker behavior, job board algorithms, and the latest AI updates into the recruitment process. Empathy and treating candidates like you would want to be treated yourself should be at the core of these strategies.
The value of having a dedicated recruitment or talent strategy specialist on the team cannot be overstated. I'm not just talking about a recruiter, I'm talking about an actual recruitment strategist or expert who can bring a holistic view and the specialized knowledge required to modernize the hiring process, addressing the root problems rather than just applying temporary solutions.
The time has come for a fundamental shift in recruitment practices. By investing in the right expertise and strategies, companies can break free from the vicious cycle and create a hiring process that is efficient, ethical, and empathetic. It's time to stop putting Band-Aids on the bullet hole and trying to Chat GPT our way out of necessary fundamental changes, Let's start tackling the underlying issues head-on, So we can ALL benefit and thrive.
If anyone is interested in the articles that inspired this blog post you can find them at the links below:
Financial Times Article Link:
https://www.ft.com/content/30a032dd-bdaa-4aee-bc51-754867abbde0
Forbes Article Link:
