The Broken Hiring System
Finding the right talent is a challenging task, turning recruiters into jugglers as candidates grapple with the frustration of a lengthy and sometimes intricate process. There’s an evident problem within the recruitment process, with candidates complaining about being ghosted by selection leaders while those choosing prospects report applicants without the required profile, missing interviews, or failing to show up for work after being chosen.
The study “Spotlight on Recruitment 2021: Mind the Trust Gap” reveals that the primary issue in recruitment is its complexity and prolonged nature (31%). Other problems identified were a poor candidate experience (31%), inability to assess culture or role fit (31%), and lack of transparency in decision-making (30%).
This leads to situations where more than half of hires fail, filling positions with the wrong people and potentially losing suitable candidates. Additionally, there’s a reputational risk for the employer brand as information travels rapidly through social media and chat forums.
Outdated Human Resources Practices
Yoani Aceves, Executive Director of Talenca for Latin America, explains that there’s a lag in human resources practices, including the lack of professionalism among recruiters who learn on the job.
As a result, recruiters face vacancy leaders who don’t know what they’re looking for, underestimate the market, paint unicorns (unrealistic expectations), request more candidates, and fail to make quick decisions.
In response to complaints about lack of feedback for candidates, Aceves states that recruiters want to provide feedback but often don’t receive it themselves. “This chain of poor communication,” she explains, “isn’t created by the recruiter but is a broken system we’ve had for so long.”
Aceves believes clear leadership definition is necessary as they make the final decision. “Today, there’s a communication method that didn’t exist before: social networks, LinkedIn, TikTok, and others. These gradually help change processes due to the fear of negative impact on employer brand reputation.”
Furthermore, completing shortlists, even with a candidate fitting the profile, is another poor practice in recruitment as it creates false expectations. “Always having to offer alternative candidates and this also involves more people in the process, knowing they won’t stay,” she explains.
Improving Personal Brand and Connecting with Decision-Makers
According to Gerardo Macías, Partner at DHR Global, applying indiscriminately to numerous positions doesn’t help candidates or position them as top contenders in their sector or desired function.
“Candidates can benefit much more by focusing on improving their personal brand and connecting with decision-makers, i.e., those who can actually hire them or at least grant an interview,” he explains.
Macías agrees that generating shortlists leads decision-makers to compare candidates, which shouldn’t be the case. “The best approach is always to interview them and assess if they meet the technical requirements of the position,” he advises.
If there’s a tie in values, technical skills that align with the company’s purpose, work style, and culture, don’t wait to interview them. “If you’ve connected with that person from the start and been impressed, offer them the position,” he recommends.
For clearer recruitment processes, Macías suggests interviewing candidates multiple times, involving clients and the vacancy’s supervisor to understand their needs and how he can help.
“Hire slowly but decide quickly,” he advises. “Candidates should be strategic and focus their efforts where they’re most successful,” he emphasizes. “We need a collaborative, transparent, and honest environment in our processes; this will help improve things. That’s what we need more than ever,” Aceves concludes.
Key Questions and Answers
- What’s the main issue in recruitment? The primary problem is its complexity and prolonged nature (31%), along with poor candidate experience (31%), inability to assess culture or role fit (31%), and lack of transparency in decision-making (30%).
- Why are recruitment processes broken? There’s a lag in human resources practices, including the lack of professionalism among recruiters who learn on the job. Additionally, there’s a chain of poor communication between recruiters and candidates.
- How can candidates improve their chances? Candidates should focus on improving their personal brand and connecting with decision-makers rather than indiscriminately applying to numerous positions.
- What’s the best approach when generating shortlists? The best approach is to interview candidates and assess if they meet the technical requirements of the position, rather than comparing them.
- How can recruitment processes be made clearer? Recruiters should interview candidates multiple times, involve clients and the vacancy’s supervisor to understand their needs, and hire slowly but decide quickly.
