As I look at how corporate recruiting has changed over my almost 40 years of experience in recruiting, the most obvious change has been the evolution of the belief that recruiting talent is something that 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.
Anyone really see much evidence of this because the people I speak with tell me something different.
It’s one thing to say, “My data base allows me access to a lot of resumes of people with whom I can communicate with more easily [via email].”
Everything else seems to be so much hocus pocus to help justify high priced software that has limited affect 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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