I’ve been thinking about recruitment

I have done my fair share of job interviews over the years on both sides of the table. It’s true that the recruitment industry is very dynamic and has been disrupted continually by technology. Still, as a consumer of recruitment services I think that there are a few improvements that might make the hiring process more satisfactory for all sides.

I guess that it’s a matter of perspective but I wonder if the usual screening steps are the most effective way to quickly match candidates with potential hirers. Some vacancy ads provide the contact details for the hiring manager with the message that they can be contacted for further information. I have never done that myself but it seems that calling up the hiring manager effectively gives you a first interview. It’s a brave move and I am sure that some avail of it but what if companies took this a step further?

What about the scenario where the hiring manager could make him or herself available on Zoom or Teams in certain time slots and candidates could have a five or ten minute speed date?  I don’t think that this would replace screening steps but a hiring manager could certainly asterisk potential candidates for fast-tracking.

Another recruiting scenario that I would like to change is where the employer insists on a very extensive process with long application forms and multiple interview rounds. I went through this kind of process about twenty five years ago with a European institution. I didn’t get selected after the fourth round and I swore that I would never subject myself to that again. The argument goes that they screen out all but the most determined candidates. I just wonder if mental and emotional stamina should be the leading indicator of suitability to work in transnational institutions.

I am a big user of iTalki, the platform to find language teachers, and the format of the platform makes me think that LinkedIn and other business networks are missing a trick. I know that many sites, including LinkedIn, allow the possibility to post videos in different ways. On iTalki though, the video profile is central, it is unlikely that any teacher would get a class at any price without a video. I can say from experience that poorly produced videos are a reason not to select a teacher and that the teachers with excellent videos get classes even at relatively high rates. Sure, the teacher needs to be good to get follow-on classes but the principle of selection is essentially the same for job recruitment. You always need to perform well once you get the job.

I am loathe to write this, being inept at video-making, but I can see a future scenario where having a good video profile on LinkedIn and elsewhere will be essential. I can also see a speed date type scenario lowering the contact threshold so that recruitment lead times can be reduced. Recruitment might have a lot more disruption to manage in the coming years.

Photo by Steve Halama on Unsplash