(Cont’d)
Even in my own profession the
landscape has changed, most in the recruitment / employment / personnel market
niche have also (d)evolved with the times, relying on Internet-sourced piles of
resumes, spending productive time sifting through a hundred or so digital
resumes they might receive each day hoping for that golden nugget of a
resume to match a very generic and
non-descript, HR job description. Not all, but many then compete with each
other like a bucket full of minnows fighting for bread crumbs to get their pile
of resumes into a company with whom they are working. It is curious that some
of those folks still call themselves recruiters;
more like scavengers (ouch, that’s
not gonna get me much love). Like many job seekers, many recruiters have become
more reliant on keystrokes and, as a result, lose the interpersonal people
skills necessary to be an effective recruiter. Oh, how it must have felt during
the dark ages to see the ruins of a Roman aqueduct and realize it represented
skills and knowledge lost – okay, so I am exaggerating a bit.
The point is the current model is
increasingly less than optimum for neither companies nor those seeking
employment. It clunks, it coughs, lurches along and functions - but barely; or
another way to describe it – it’s operating at 90% smoke and only 10%
horsepower. I know a lot of senior
managers at companies who are scratching their heads wondering why piles of
online-sourced resumes are not resulting in effective hires. It’s rather
Kafkaesque and it would be funny if it wasn’t so frustrating to all but those
who thrive on bureaucracy as a means of job security. I’d like to suggest it is
due to the fact that they’ve left the people out of the equation! However,
within some board rooms they are beginning to realize the current hiring
methods are not all they are cracked up to be. And newer and improved
personality profile software for example or some other tech fad method isn’t
the solution either. The correct medicine for all involved - and you too, is getting back to basics, focusing
on interpersonal communication skills but enhanced
with some time-saving tech; not the other way around, as it is currently, and
leaving everyone somewhat unsatisfied and frustrated. I personally can’t
complain, company managers continue to call people like me, who still know how
to identify, attract and recruit those who aren’t reading their adverts.
(Part Three in conclusion will be posted on
Monday)
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