Being Human in the Machine...

I'm not a recruiter. I've never really held the title, although most corporate entities will say we are all responsible to acquire, foster and grow talent. And I do prescribe to this belief because it's important that we raise up our communities by living in such a way that inspires growth and is muse to those who might be better asset than even ourselves. Luckily, I've been party enough to the process in hiring manager roles to understand many of the barriers to entry and the culture of the humans behind these interactions.

While perusing my LinkedIn feed today, I noticed a trending headline on the topic regarding a study formulating that "Recruiters discriminate in seconds!" Although a sensationalist headline it may be, (linked HERE), it had me reflecting on my own interactions in the overtly digital machine that is our personal and professional reality-- to ponder the truths encased in that nutshell.

I remember recently having a dozen or so emails in my LinkedIn messaging service, (which is fairly standard, apart from all the spam and annual birthday or promotive glad tidings.) These messages were from persons whom I am unaffiliated-- asking in one way or another if I could assist them in reaching out to recruiting, or to help network them to obtain a position with my affiliate companies with attachments of award, resume or other accomplishments. Yes, I know the common thought remains job-seekers should conduct appropriate research and contact recruiters of these organizations; for unsolicited contact for work is by far and large-- a professional faux pas. However, as the thought of whys and professional lists of do nots escaped me, I realized that the human in me is far stronger than the robotic gear of the machine that requires unyielding compliance. These people need a job, they have families, responsibilities, they have dreams, ambitions, they have a desire to work; to perform. So much so, that despite legions of job-seeking advice mills here and open source, they still decided to take the risk for an opportunity to shine. Through me, and I'd ascertain, through you also.

Even writing this article opens me up to more unsolicited messages of the same, despite knowing I don't always have sole propriety over the awardment of employment. But why indeed, do we not all do our best to help others even with our busy workloads or our worry of risk for speaking out for someone? Why do we not foster our own relationships, our "In"-ness with our organizations to simply know where to send the job-seeker to assist the process of hope and development. It is far more common to ignore, to balk at the misfortune of a risk-taker, rather than to do all we can to help another find their way through the bureaucracy.

So I've sent these risk taking people through to the insider track, yet still active, recruiting chopping block-- where the obstacles are many. Now to add the stress of instantaneous discrimination, which is very much due to the process oriented and numerically ranked machine that spits out metrics and keywords and does little to characterize who could perform to elevate the corporate prerogative. I hope that all of my recruiter associates choose to help, and reject the numbers game more than less; that they choose to breathe life back into the hiring process and engage people in discussions that could yield surprising result. After all, isn't it exciting to be the forefront of the positive growth of your organizations? As for everyone else, it doesn't take much to be human in the machine. Remember, there's a living, breathing being on the other end of those unsolicited messages and you might be their only bridge. Might you be that direct line to someone else's success as well as your own, and that of your own circle.

In proportion as one renders service he becomes great. -- Booker T. Washington

In humble reflection,