Have you seen John Sullivan’s laundry list of the dissatisfaction with Recruiting? I whittled it down to a few strokes for the folks at Glassdoor. Recruiting is broken. The failure rate (50%) leaves only one possible conclusion: Recruiters embrace the crummy quality of the profession for reasons of job security. If Recruiters were delivering the goods, you would need many fewer of them.
This little tidbit of insight caused almost no response in the industry. No companies are forming blue ribbon panels to look into the waste and abuse. No performance audits are being conducted. The story passed through the world like a lead cow pie in the punchbowl. One splash and it sunk out of sight.
As much as I enjoy Dr. Sullivan’s rants and raves, fixing Recruiting seems like a bad idea. It sure isn’t interested in fixing itself. It’s a fundamentally flawed process that may as well be thrown on the junk heap.
Why not give the whole problem over to the training folks? By treating the input valve on the organization like a school enrollment problem, you’d line new employees up with the right people. They’d join the company in the hands of people who don’t abandon them after they’re hired.