There’s a screening process we often use in the human resources process that’s meant to identify prospective candidates. It needs re-thinking.In our quest to recruit hires, we imagine/define the work, then develop a profile or criteria that are normal for that work. The hiring process is expensive, of course, as is the overall cost of either replacing people or filling new spots.
There’s time pressure. Get someone in that spot quickly maybe before budget is lost. Processes are spawned to advertise the spots, get applications and resumes, then comb through them to find individuals who fit the profile. There’s a bell curve in that profile. Some candidates are simply outside the profile and have blindly sent their responses in the vague hope that numbers exceed qualification targeting. Filtration becomes almost obsessive.
This works both ways.
via HENDERSON: Thinking outside the neurotypical hiring box | 2010-10-30 | Indianapolis Business Journal | IBJ.com.
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