Technology has taken the in-built problems of recruitment - employers not understanding the roles they need or the types of people who succeed in them, employers misrepresenting themselves, candidates misrepresenting themselves intentionally or unintentionally - and supercharged them.
I see a lot of issues at the start of the process - correctly scoping the role and the requirements for a candidate to be successful in it and then converting that into a job ad. Huge opportunities for improvement here. BTW I found this research very interesting: https://www.linkedin.com/business/talent/blog/talent-acquisition/job-description-heatmap
Great points. I've said for a while that automation on bad processes just does bad processes faster. The link was great. What had me laughing was the compensation and the location with the responsibilities.
Given your interest in this as a problem, you might be interested in this:
https://www.theverge.com/2021/9/6/22659225/automated-hiring-software-rejecting-viable-candidates-harvard-business-school
Really great insight. Thanks for sharing!
Technology has taken the in-built problems of recruitment - employers not understanding the roles they need or the types of people who succeed in them, employers misrepresenting themselves, candidates misrepresenting themselves intentionally or unintentionally - and supercharged them.
I see a lot of issues at the start of the process - correctly scoping the role and the requirements for a candidate to be successful in it and then converting that into a job ad. Huge opportunities for improvement here. BTW I found this research very interesting: https://www.linkedin.com/business/talent/blog/talent-acquisition/job-description-heatmap
Great points. I've said for a while that automation on bad processes just does bad processes faster. The link was great. What had me laughing was the compensation and the location with the responsibilities.