The Surprising Mistake Keeping Top Talent Out of Your Company—And How to Fix It
- Active candidates for more senior and management roles represent far less than 20% of the total talent pool.
- Skills and experiences are weak predictors of success and worse filters. The best people have a different mix of experiences than are listed on the typical job description so they inadvertently get excluded from consideration.
- The best people – whether active or passive – are not interested in even considering the ill-defined lateral transfers described in the typical job descriptions.
- The hiring process today is not designed to attract the best people; they’re designed to weed out the weak ones. In a talent scarcity situation, this approach will not work, and being more efficient at it will not improve results.
- The only good people interested in lateral transfers are those who want to work gigs. I contend that’s why most new jobs are filled this way.
The future of AI in hiring is uncertain. Hiring is a multi-dimensional problem and if skills and experiences are used as the dominant criteria for selection, AI will have limited value. When potential, fit and the rate of change of growth are added into the AI equation things will get better. However, for this to work hiring managers will either have to either adapt to this new way of assessment or be removed from the hiring decision.
