Recruiters blasted for myopic hiring process

Recruiters blasted for myopic hiring process

Recruiters blasted for myopic hiring process

Recruiters should look beyond past work experiences when matching jobs and candidates, said Deloitte’s head of Future of Work Centre of Excellence.

They should also consider other potential areas which the candidate can contribute to based on their skillsets, added Indranil Roy.

He said most recruiters are incentivised to fill positions quickly, resulting in “convenient” hiring practices that match candidates based only on what they had done before.

“When a displacement happens, it is important for a recruiter to find out what are some adjacent things that the person can do. What are the additional possibilities or career moves this person can make?” Roy was quoted saying at the Straits Times and SkillsFuture Singapore Future of Work Forum held earlier this week.

Companies should also give workers a chance, he added, pointing out that government funds can be used to upgrade employees’ skillsets.

Additionally, he blamed large companies for generally resistant to changing the way they do things.

“Every large organisation has a built-in immune system (to change), that is basically made up of senior executives who were promoted, not because they are adaptable, but because they are guardians of the existing way of doing things, and they believe in scaling up what has always been done so this is a challenge.”

SkillsFuture Singapore chief executive Ng Cher Pong, however, believes that company leaders have been slowly shifting their mindset as they think about the uncertain and disruptive future.


  • Brenda 2018-07-09 10:28:58 AM
    This is a good point not only recruiters but the hiring manager or the decision makers as well. Having worked with employment firms for over 20 years I have see employers I was hiring for missing out on good employees because a specific skill was not on the candidate's resume. In our industry we have the advantage of talking to the hiring manager of the firm we are hiring for, to "convince" them that they really should interview a candidate despite what is on their resume. In these cases, the candidate often ends up getting hired. I often advise new recruiters to read the story of the person from his/her resume, not just the words. Having said that, this is only half the battle. The second half is getting the hiring manger or the decision makers to do the same and be open to interviewing a bit outside the box. From a candidate's point of view, it's tricky to portray these transferable skills/attributes on their resumes. This is where investigating the employer before going for an interview comes into play. As a candidate you should be able to answer the age old questions..."what can you do for us".
    Post a reply