ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

The Self Afflicting Job Recruitment Process

Updated on February 15, 2017
Daffitt profile image

With a BS degree in Technical Management, I hope to provide useful and relevant articles on topics related to various technologies.

The Recruitment Process
The Recruitment Process | Source

The Good Ole Days

Gone are the good ole days of getting a job. The process would go something like this. You would walk into an establishment and start up a friendly conversation with the company owner or foreman as if you’ve been friends for years (because you probably were). The conversation would ensue:

You:
Hi John. I'm looking for some work.
Owner:
Do you know how to do this sort of work?
You:
Not yet, but I'm a quick learner.
Owner:
When can you start?
You:
Tomorrow.
Owner:
See you 9:00 am sharp. You're hired.

The conversation would end with a handshake, and you’d walk away with a new job. This may seem like an over-simplification of the job recruitment process, but I do certainly recall those days when it really was as easy as this.

Modern Recruitment

Nowadays, the process has become so overbearingly complex and exhaustive that getting a job is seemingly an Impossible task that takes more time and effort than the work you would perform once you got the job.

More Than Meets the Eye

This article is by no means a complete assessment or itemization of the full recruitment process. There are hundreds of tasks, laws, procedures and activities that go into the process of recruitment from the employer’s perspective. This article is simply a personal commentary on the recruitment process from the job seeker’s perspective.

Self Affliction

There is a handful of good reasons why the hiring process has become so out of control with excessive processes. However, I ponder the usefulness of such a system when I look at one of the most negative self-afflicting aspects of this new process. The whole process takes so long that by the time you get to the interviewing phase (if you make it that far), you’ve already been out of work for a year and your work history is badly damaged. Now nobody wants you because you have no recent work history. You won’t even get through the initial automated “filtering” phase.

The Current Process

Following is a quick look at the overall recruitment process from the viewpoint of the job candidate. It all begins with searching for available jobs usually on one of the many job boards out there on the Internet. Keep in mind that you may be bumped off the list (or filtered out) and any of the phases shown below.

Figure 1: The Recruitment Process - copyright 2017 by David Covey
Figure 1: The Recruitment Process - copyright 2017 by David Covey

Initial Contact

Once you find a position that looks like one for which you may be a good fit, you kick off the process by submitting your resume or filling out an application. This gets you into an automated filtering system that will result in a reduced list of candidates based on job requirement vs. experience algorithms. This process may also include filtering on such things as affirmative action and other unspecified filtering controls.

Phone Interview

If you’ve made it through the automated filtering system, you may receive a call from the hiring manager or person in charge of HR to set up a phone interview. This phase is used to give the employer a sense of the candidate's basic background experiences, salary requirements, and availability. It is typically performed by someone on the team of which the successful candidate will be a part.

Skills Assessment Testing

The next phase is not always used, but in technology-based jobs, it is quite common to be asked to take some sort of skills assessment test. This is used to assess the candidate's level of technical or job-related knowledge, skills, and abilities (KSA).

In-Person Interview

This interview (if you’ve made it this far) is mostly to give the employer a better chance to assess your personality and determine whether you are a “good fit” for the position and the organization. It may also be an opportunity for you (the candidate) to decide if the company is a good fit for you.

The Offer

In this phase, the employer has narrowed their list to a couple of final selections. They tentatively offer the position and a salary contingent on their background check (if they haven’t already done one). Salary and benefit negotiations are likely to occur at this phase.

Background Check

Once an offer has been agreed upon, the employer will initiate a background check on you which may include your work history, education, I-9 verification, credit reports, criminal records, and many other factors too numerous to include in this article. Some states may allow this process to be performed as early in the process as the automated filtering phase. This is also the phase in which “legal discrimination” is often employed. There are a plethora of factors by which an employer may legally discriminate against a candidate in order to comply with certain federal and state regulatory controls.

You're Hired

Congratulation! You’ve somehow managed to squeak through all the phases above and come out the “perfect candidate”. You start work on Monday.

The Sad Results

The sad reality is that not only does this process take so long that it shoots itself in the foot, but it quite often results in filtering out extremely great candidates who may not be a “perfect fit”, but could prove to be an amazing asset to the organization.

Furthermore, the company has just spent at least a year’s worth of salary to acquire “the right fit”, and this person will work for 6 months to 2 years, and then just up and leave for greener pastures. This is more common among those under the age of forty, but it happens a lot more than not. It’s no wonder that employers go through such extreme measures to find the right candidate and complain endlessly that filling a position is so difficult. The process of recruitment feeds upon its own self-affliction of dumping potentially good candidates in search of that nugget of gold, only to discover that the value of gold dropped in the mean time.

In Conclusion

I don’t portend to offer any infallible solution, but it sure would seem a lot more feasible and friendly of a system if we could cut out the excess in the middle, and get back to the good ole days of a word of mouth and a handshake. I know, I’m being nostalgic, but hey, one can only dream of a better way.

Comments

Submit a Comment

No comments yet.

working

This website uses cookies

As a user in the EEA, your approval is needed on a few things. To provide a better website experience, hubpages.com uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at: https://hubpages.com/privacy-policy#gdpr

Show Details
Necessary
HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
LoginThis is necessary to sign in to the HubPages Service.
Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
AkismetThis is used to detect comment spam. (Privacy Policy)
HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the googleapis.com or gstatic.com domains, for performance and efficiency reasons. (Privacy Policy)
Features
Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
MavenThis supports the Maven widget and search functionality. (Privacy Policy)
Marketing
Google AdSenseThis is an ad network. (Privacy Policy)
Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
Index ExchangeThis is an ad network. (Privacy Policy)
SovrnThis is an ad network. (Privacy Policy)
Facebook AdsThis is an ad network. (Privacy Policy)
Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
AppNexusThis is an ad network. (Privacy Policy)
OpenxThis is an ad network. (Privacy Policy)
Rubicon ProjectThis is an ad network. (Privacy Policy)
TripleLiftThis is an ad network. (Privacy Policy)
Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
Statistics
Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)