The Recruiting Inferno

I’m writing to you from a future that would probably disappoint you, and if I’m being honest, one that would likely fascinate you even more.

It is not my intention to talk about this issue without aggravating many of the those in the targeted role.

Ideas for new #CandidateExperience metrics… You know the adage, “When you become so good at using a hammer, everything begins to look like a nail”?

Several events inspired the writing of this missive: The continued dehumanization of recruiting and the receipt of rejection letters that despite an intended dose of “but you tried your hardest”, in fact, reek of callousness and mediocrity.

At some point in time, the words in a job description will match the reality of the company, its real culture, the true abilities of the hiring manager, the specific deliverables of role required to achieve superior performance, and the true ethos/pathos…

If you don’t like the outcome of a process that includes you, what’s your reaction?

Based upon a texting conversation I just had with Andrew Gadomski, I was left wondering how prepared #TalentAcquisition is to the “nefarious” side of agentic AI.

Originally written with the fabulous Katrina Kibben for RecruitingBlogs back in 2016 Sports teams are typically a child’s first introduction to culture.

If only people – excuse me, talent – were automatons and didn’t care about where they worked, who they worked for, the culture of the company, the style of the boss, the length of the commute, the salary and benefits, perhaps the brand of beer in the corp…

Our feeds are filled with posts, articles, videos, and memes about this new era of Talent Acquisition that has been ushered in with generative and baby agentic AI.