Hiring is broken and it’s time for systemic change.
I recently came across an article by Russel Pearlman titled The Frenzy to Find Work on Korn Ferry's website. Now, I have a lot of respect for Korn Ferry and their insights but this time I think we can do better than Pearlman’s suggestion to “pay attention to the weaknesses of new hiring technology and deploy more humans or different tech where needed.”
Yes, the job market is frustrating for everyone. And yes, we need to balance tech advances with human practices. But here's the truth: the hiring system is fundamentally broken, and slapping on more tech or just throwing more people at the problem isn't going to cut it. We need a complete overhaul.
Today's hiring practices, with all their shiny tech solutions promising efficiency, are actually masking and amplifying deep-rooted issues. Getting a flood of applications within 48 hours just means a bigger haystack, not more needles. Relying too much on tech without real human judgment isn't progress; it's a step backward.
To truly fix hiring, we need to shift from a checklist mentality to understanding candidates as whole individuals. This means redefining what we look for—beyond just skills and qualifications to potential and cultural fit.
👉It’s about seeing people, not just pieces of paper or digital profiles.
Effective hiring should focus on understanding human potential and ensuring fit within a company's culture. It's not just about matching skills; it's about future potential, interpersonal dynamics, and cultural alignment. These qualities aren’t something algorithms can fully grasp. We need human insight, empathy, and judgment.
While AI-powered tools like applicant tracking systems (ATS) have potential to streamline workflows and improve candidate communication, they're far from perfect. They often perpetuate biases, miss qualified candidates, and create impersonal experiences. Candidates often feel lost in a sea of applications with no feedback. Pearlman’s right—this is a problem.
But let’s be clear: I’m not advocating for a return to paper resumes and newspaper ads. I believe in using technology to enhance human decision-making, not replace it. To fix current tech shortcomings, we must address biases in AI, invest in diverse talent pipelines, and foster inclusive practices that celebrate diversity of thought and background. Keyword matching isn’t enough. We need a holistic view of candidates, considering their passion, adaptability, and alignment with company values.
The hiring system needs more than tweaks—it needs a revolution. Let's prioritize human-centric values and create a process that truly sees and values people. Only then can we build workplaces that thrive on diverse, dynamic talent.
This is exactly why I created Handprint.io.
Ready to join the hiring revolution? Follow along with Handprint and move your organization forward in your hiring practices.
#FutureOfWork #InclusiveHiring #HiringTransformation #AIAndHR
Navigating the twists and turns of today's job market-- a conundrum for both businesses and job seekers. Are you equally curious about its evolution and what lies ahead? Find out in Briefings Magazine. https://krnfy.bz/3KvUhi6
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Careers Podcast Host | ex No. 10 Business Advisor | King’s awards for enterprise | event host | content curator
1moThe full episode is here: https://www.youtube.com/watch?v=-3t72V_vvO4&t=893s