Employment Disaster: Tunnel-Visioned Hiring Practices are Hurting Everyone

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1. Abandon Reliance on Internet-Wide Job Offerings

Huge job search engines, by their very nature, invite massive numbers of applicants with their immense audiences and one-click functions. If a company is overwhelmed with the number of applicants they are receiving, opting out of these seems like a no-brainer.

2. Free Up Time for Human Résumé Reviews

If HR professionals have too much on their plates to properly conduct job searches, then we need to reduce the size of their plates. This doesn’t necessarily have to mean reallocating or eliminating duties that currently fall under the jurisdiction of HR departments, but rather establishing positions and committees within HR solely or primarily dedicated to hiring.

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3. Search for a Person, Not a Set of Credentials

An individual’s psychological/intellectual attributes and personality characteristics are often a much better predictor of professional potential than are the list of certificates, titles, and bullet items they managed to scrape together.

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4. Improve the Quality of ATS AI

The ATS concept does seem extremely useful and beneficial. The problem is that the technology is currently too basic to include the right candidates. I’m not advocating the total and permanent abandonment of ATS programs; I’m suggesting we recognize and account for their current limitations.

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Basically,…

In the pursuit of convenience and efficiency, the HR industry has succeeded only in creating an atmosphere of frustration around the hiring process for both employers and job seekers. This ship can be righted, and we can once again ensure that the right people land in the right positions, but only if we are willing to accept that we’re not yet at the point where we can accept generalized automation practices for human insight and vision.

Freelance Writer/Blogger/Editor, veteran, Top Rated on Upwork, former Medium Top Writer in Humor, Feminism, Culture, Sports, NFL, etc.

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