It’s a question I’ve been asking on and off for more than 20 years.  My answers have varied over time, as well as from sector to sector.  So, what’s changed and what’s stayed the same?  Let’s be honest, recruitment is one of those business processes which has benefited from technology but how are the audience voting?

Long gone are the well-fingered Rolodex cards of candidate details, piles of handwritten job applications and massive Twinlock binders of new starter pay rates.  But it’s not just about the benefits to organisations and their recruiters, it’s a lot simpler to find opportunities and apply for jobs.  That’s right, isn’t it?  Mobile devices make sure you’ll never miss a closing date, although how do you feel about the potential anonymity of it all?  How often do you crave a conversation with a real person.  Cards on the table, which camp are you in?

Personal interaction, 24/07, or slick process – what’s your preference?  Clearly, there’s no right or wrong answer, although there are so many urban myths clinging to recruitment right now.  We programme robots to read CVs, write FAQs to cover all eventualities, and pander to candidates craving speed – that’s right, isn’t it?  How much do we really know about great recruitment?  Well, it often bears the brunt of user dissatisfaction, “Recruitment’s broken”, “It takes too long”, “I’ve applied three times and never heard back”, “Three interviews, two presentations and still no job”, “They obviously want a younger person”.  Sound familiar?

So, what’s to be done?  We need to dispel these urban myths and wow our audience.  When I’m feeling contrary, I’d like to abandon the complication of it all and simply ask hiring managers to write down their top 10 needs, and candidates how they match those needs.  As much as I’d love to request, “answers on a postcard please”, I get that few people write on postcards, let alone use snail mail these days.  My point here is one of brevity rather than to demonstrate any affinity with “old times”.  Why on earth do some organisations expect candidates to write an essay to justify a practical job as a gardener?

Realistically, I’d be suggesting video, voice, illustration/collage or short written responses via text or email.  I’m not sure I’m ready for emojis although I feel that’s inevitable.  And developing this theme, how exciting would it be to ask just one question at interview, “what have you done that you’re most proud of to date?” and follow up with probing questions to check understanding?  Before some of my trusted followers think I’ve lost the plot, I should explain that I’d be encouraging exceptional interviewer skills in unpacking the example provided.

I’d be seeking evidence of strengths to match the needs and just in case you are worrying, essential safeguarding or governance could be one of those needs.  Due diligence remains critical.  And then, I’d be seeking some practical demonstration of individual strengths – something akin to an audition with the added excitement of an opportunity to capture individual motivation for the role and the organisation through a stakeholder Q&A.  I’d be asking, “where’s the fun in this role for you?” and I’d be hoping for some enjoyable interactions.  Recruitment should be a positive experience after all.

Now you may be wondering what all this has to do with answering the question, “has recruitment has it’s day?”  Well, I suppose the answer is in how we define recruitment.  What are the essential planks which create a foundation for informed selection?  Great two-way interactions, attractive jobs simply explained, and great listening skills come top of my list.  Exciting and engaging the broadest audience comes next.  Much of this relies on critical and well -honed communications.  Add to this, some well-informed job seekers who know their own talents and want to join in the fun!

I hope that you’ve enjoyed my “Alice moments” this evening and are ready to challenge your own thinking around recruitment. You might like to read Are we making recruitment too difficult. How would you do it?  What’s on your list?  I’m hoping that you’ll want to support the idea that recruitment can be fun and think about what we can change for the better.  Let’s talk.