By Jeff Altman, The Big Game Hunter
As I look at how corporate recruiting has changed over my years of experience in recruiting and career coaching, the most obvious change has been the evolution of the belief that recruiting talent i should be homogenized, compartmentalized, controlled, micro-managed, and processed. Concurrent with this change is the belief that recruiting software can simplify hiring to the point that it is far more effective with matching, predicting success, candidate communications, and a host of other activities.
Can anyone really see much evidence of this because the people I speak with tell me something different?
It’s one thing to say, “My database allows me access to a lot of resumes of people with whom I can communicate more easily [via email].”
Everything else seems to be so much hocus pocus to help justify high-priced software that has a limited effect across an enterprise.
And from the candidate side, what are you telling a potential hire when you say, “I know you aren’t actively looking for something else and I know we reached out to you about a job, but we need you to input your resume into our system to proceed.“
I’ll tell you what I take from it . . . your company is like a government agency.
Is that the message you want to convey to people?
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