I Hate to Say “I Told You So,” But….


For a few years now, I have tried to spread the word that recruitment strategies and processes would be undergoing a radical transformation away from what recruiters have been doing for the past 10-15 years. The shift in technology advances and possibilities, along with a new generational workforce would demand it. Some have paid attention and started to make the transitions that I recommended, but others took the stance that change is too hard and are sticking to the old way of doing things. This post is for the latter.

ERE.net just posted an article that states that UP TO 18% of new hires are made as a result of job boards (Monster, Careerbuilder, etc.). Notice I said, “UP TO.” There is other research that shows it to be around 12%, but many believe the actual number is 10%. Even in the best case scenario, 18% is not something that should be targeted as your go-to recruitment strategy! For many companies that I speak with, that is their ONLY recruitment strategy. And for those who are unemployed and looking for a job, if you apply on those job boards, you only have a 2% chance of getting the job if that is all that you do.

Let me paint the picture here…

ABC Company has the core recruitment strategy that if they post it, people will come.  And people do come, just not the ones that should be hired for the job opening.

John/Jane Doe is unemployed and they see an opening at ABC Company. They spend the time necessary to apply online and jump through the hoops, and especially all of the pre-screening questions that are so tight a flea can’t fit through them, and they get rejected. And most likely, they didn’t even receive an email from ABC Company stating that they were no longer being considered, or if they did – it came from a “Do Not Reply” email address.

This recruitment model is broken at so many levels, however, this is the way that many organizations are functioning today. You need help. Let me come meet with you and do a full evaluation on your recruitment strategies, processes, technologies, and people. I will provide both short-term and long-term recommendations on how you can develop a vibrant, effective, and even world-class recruitment strategy. Contact me at DDouglas@ppaac.com.


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