Interesting piece posted by Liz Ryan on Bloomberg Businessweek’s The Management Blog yesterday, in which she laments HR’s lag in keeping up with hiring trends:
It is strange that even though every hiring manager knows that the sharpest candidates don’t stay on the market long, corporate recruiting processes don’t change. They don’t get nimbler or faster. They don’t get less burdensome or bureaucratic. You’d think that employers hungry for talent would innovate, making their recruiting processes easier and more human.
Ryan, an expert on the new-millennium workplace and a former Fortune 500 HR executive, goes on to add that the worst part about “effectively useless corporate recruiting is the notion that the best-qualified candidate for a job is the one willing to climb over the most piles of broken glass to get the job.”
The whole encrusted recruiting process (not to mention unfriendly, robotic auto-responders and the unending stream of honesty tests, writing tests, and other recruiting hurdles) makes it easy for organizations to hire drones, and it makes it hard for them to hire the brilliant and complex people they need to solve their problems.
Click here to read Ryan’s tongue-in-cheek list of six ways that recruiting processes “conspire to keep great people out while pulling in docile and wan candidates,” including this gem: “Take weeks or months to get back to people to schedule job interviews. At the interviews, keep them waiting in the lobby, ask them idiotic questions like ‘What is your greatest weakness?’ and get offended when they inquire about the actual state of the team and the company.”