(Question 1) Does technology kill the creativity of recruiters?
(Question 2) Are head hunting human resourcers becoming lazy due to the Internet?
(Question 3) Is the Internet and technology destroying common courtesy?
(Bonus Question) Can we stop our world’s downward de-humanizing spiral encouraged by the Internet and technology? Is there any hope?
As finding an additional form of stable and enjoyable work is my focus as of late, I expect there to be further articles on this topic. So stay tuned or run away because here we go.
As mentioned, I am looking for additional paying gigs. A few potentials have lead me to read, “Finding Keepers : The Monster Guide to Hiring and Holding the World’s Best Employees”. I admit, I am only 36 pages into it but recent experiences and thoughts generated from this book have me questioning the whole human resources world. This article will touch on the aforementioned questions.
- The employment industry (is this what we would refer to it as?) and recruitment systems seem to be lacking in creativity due to technology and the Internet. Now, before I get lambasted, the fact is many businesses and industries have this same problem. For recruiting it seems to me they are using new transport systems for old and possibly out-dated methodologies. I like to refer to this as the ‘Build it and they will come’ syndrome. They also seem to be dropping the personal touch which in my opinion shows more about a person than a creative resume or CV.
For example, where it once was the norm to place jobs in print (newspapers) it seems Craigslist is now that current workhorse. Where there was a quick resume drop off there is now email. Where there was once word of mouth… well I guess there’s still that.
My point is that the Net and technology should allow for some interesting recruiting and screening practices. I may be missing something, but where are the ‘Meet and Greet 2008 in IRC’ or ‘Four hours with <insert company and name> on video chat’ or ‘Play our online Manhunt Talent Game’ or ‘Join our Virtual Tour on Second Life”. At the very least, why are companies not asking for a Video Resume/CV?
These are off-the-cuff ideas. There are many possibilities with our current technology yet the same old practices are applied to such a powerful medium.
- I will say, I do believe there are many more applicants for jobs than their used to be. It is just too simple to throw your hat into the ring with an email as opposed to mailing it, dropping it off in person or what-have-you. This may be a large factor in what is quickly becoming the standard ‘no phone calls’, ’email only’ and lack of business name or address in ads.
With that said, shouldn’t the current technology help handle many more applications? Shouldn’t it open hiring staff or agents more time for the personal touch or possibly a little more two way communication?
- This leads us to common courtesy. This is a no brainer. The fact is email and the Net and the concept that “it’s just business” all have negative effects on common courtesy.
What I find mind boggling is the lack of even the most simple form mail stating your resume/application has been received. This problem, in my opinion, also crosses over into the laziness point.
How difficult is it to create a email template stating the position is filled, that you don’t meet or that you exceed their requirements? This is down right unbelievable and should send a message to potential employees about the company practices and priorities.
There are some companies who are considerate and personable when it comes to hiring. They are proactive and have creative ideas. This is a generalized article based on some of my experiences and by no means is meant to attack or insult any one or multiple entities.
I saw a statistic on the news (sorry, no reference) that soft skills were narrowly the number one priority for companies and that this was an increasing requirement. Current pre-screening methods really aren’t considering this. A resume is not an indicator of a person’s soft skills. First off, a resume is spun a specific way and there is no telling who created or helped tune it.
Additional considerations for the recruiter or HR representative, as stated in ‘Finding Keepers’, and what I believe is general knowledge at this point is that people are increasingly more informed and considerate about their jobs. The fact is you have to sell someone on working for you. There has been a slow shift from where the employee was happy to have a job to where the employer is happy to have a productive worker. There is more to keeping an employee than money and the threat of job loss. There are human factors to consider and it should start with hiring practices and considerations, from the ground up.
I will leave the bonus question for you to answer. Any comments or enlightenment would be appreciated. Expect some further articles on hiring an ego and the forgotten art of training and ‘growing’ your most important resource, people.