Recruiting Realities: How to keep your recruiting process from creating ‘bad hires”

Our world is has changed, and continues to change.

Recruiting needs to change as well. The traditional resume-scan, resume-based interviewing process still works for well-defined roles in well-established organizations. But if your organization is changing rapidly, growing, or transforming, and talent is your life blood, the traditional talent acquisition process will not serve you well. Instead, you need to get realistic about the talent scarcity challenges you face today, and will increasingly face.

This 450 page plus e-books outlines the why and the how of the Performance Challenge Recruiting Process™.  Staff engagement starts when you first post an open role, or reach out to a potential applicant after a search.  See how you can make recruiting your first step in challenging and motivating the talented individuals your organization needs to thrive, or even just to survive

Our world is has changed, and continues to change.

The long term impact of Covid 19 is clear. We now all know how rapidly a new virus can move round our interconnected, global world. Covid 19 has educated us all about the potential impact of such viruses. At the same time, it has made us all of aware of the confusing, less than coordinated, confounding response we will see in the fact of such events from our political leaders.

2021 was the year in which the average baby boomer turned 75. The days of more talented people looking for jobs than there were jobs demanding their skills  are over. We now all need to attract the best talent if our organizations are to thrive, even to just survive. Traditional resume-scan potential candidate selection, resume-based interviewing worked will in the baby boomer era. But It does not cut it when it comes to finding talented new hires required for cutting edge talent demanding open roles.

The traditional 'psychological contract' between employer and employee is dead.

1. The Covid 19 pandemic, and its lingering global impact,
2. the outsourcing of jobs to less developed countries in the drive to increase short term profit,
3. the growth of the 'gig' economy, also driven by the desire to increase short term profit,
4. the upsets in the global supply chain when impacted by adverse global events,
5. the constant threat of climate change's negative ecological impacts,
6. and now once again, the specter of potential nuclear war, and the resulting fear of losing control over one's life, sparked by Russian Leader Putin's invasion of the Ukraine,

have changed people's attitude toward work for ever. Many people no longer have far less interest in a life long career than they have in a reasonable work | life balance right now.

Talent acquisition is simply a far tougher challenge for organizations than it has been since 1950's.

Yet talent is getting harder and harder to find. Despite key word resume scanning algorithms, video-based interviewing, job boards, social media outreach, and all of the other recruiting process innovations, the recruiting process which was so successful in the Baby Boomer era no longer works for finding challenge driven talented individuals.

The 'gig' economy and 'international job outsourcing' provided temporary patchwork solutions to this talent scarcity. But this scarcity is here to stay.

Roelf's e-book explores all of these issues. He lays out an alternative to traditional resume-scan, resume based interviewing recruiting process. The Performance Challenge Recruiting Process™ has proven itself at all levels, from executive to front line working professional. It eliminates resume 'spam'. It effectively identifies the 'few' high quality potential candidates with whom you should conduct your in-depth interviews..