Talent Acquisition is Becoming More Dysfunctional By The Day and it is Destroying Brand Equity

In the past 17 years, I've never had a 30 day tap in my work history. The end of October will mark five months. As someone with deep knowledge of recruiting and talent acquisition, I know how to market myself. Many others do not have this experience, so I can only imagine the frustration that they must be feeling. This journey has exposed me to the bleak side of hiring practices, and I wish to shed light on this for both hiring organizations and job seekers alike.

The Mismatch of Effort and Outcome: Daily, I've scheduled my time, dedicating no more than two hours per day on a variety of activities including; applying to jobs, reaching out to my network, taking scheduled calls, and even pondering starting a venture of my own. My LinkedIn has over 80 recommendations from a variety of professional connections. Yet, from the 700 applications for senior roles I've sent out, only six culminated in interviews. A unsettling return for someone with significant and referenceable experience.

Technology's Double-Edged Sword: Automation is a marvel, but not when it overshadows the human touch. It is clear that many companies have cut so deep in Talent Acquisition, that they are unable to manage the applicant volume that they are seeing for some roles. I've found that at most companies, the tools, technology and automation that could improve candidate experience are a) non-existent, b) configured poorly or c) being relied upon too heavily by recruiters.

Compromised Candidate Experience: I've encountered applications asking me to detail my leadership style or share past innovations—questions more fit for interviews than applications. And despite thoughtful submissions, feedback was again, non-existent. In another instance, after enduring rounds of rigorous interviews and being one of three finalists, I was informed of my non-selection via a detached email. One memorable application required me to leave a voicemail, a novel tactic to ensure direction-following. Eight weeks later, silence. When businesses ask candidates to go the extra mile, shouldn't they reciprocate?

Alienating Passive Talent: As applicant volume increases, companies are attempting to curb volume by making the application process more complex.  15-20 minute applications, short answer questions, are becoming more commonplace.  While this may marginally assist in lowering overall application volume, it significantly limits passive talent from applying to your ATS or becoming part of your Talent Communities.  When these organizations ultimately have to source passive talent, not only will there be a lack of talent within the ATS, but the application process will be so broken, that passive talent will simply not apply.   

The Lingering Talent War: The “War for Talent” has been a persistent theme, a testament to the talent shortages that will continue for decades. Organizations must resist being lulled by short-term market dynamics. A proactive blend of innovative tech with genuine human connection is the way forward.

This five-month odyssey, though trying, has been revelatory. When employers feel that the balance has shifted to an employer market, candidate experience goes out the window. This is not only destructive to employer reputation, but also creates future challenges of attracting talent as the cycle shifts back to an employee driven market. The world of talent acquisition stands at a critical inflection point and a genuine evaluation is due. As we journey forward, it's essential to remember: Talent acquisition isn't about slots and vacancies. It’s about people, their aspirations, and their worth.

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