"The best recruiter I know is going to spend the next three months hiring without posting to a single job board website, like Indeed or LinkedIn. "LinkedIn?" She laughed. "You mean Facebook for thought leaders? No, I won't be using any of those sites." "Rosa" is head of HR for a large tech startup, and someone I trust to tell me what's really going on in the world of professional recruiting and jobs - the unflinching truth."
"I can tell you she has a point about LinkedIn, but it's not just LinkedIn. Rosa wants to sidestep "the whole damn hiring system," even down to how her company views hiring and talent. "We were treating people like fuel when they're actually critical machine parts. Once you understand that, you realize the whole damn hiring system is broken, and the path becomes clear. Not easy, but at least clear.""
A head of HR will avoid LinkedIn and job boards for three months to run a hiring experiment supported by the executive team. The HR leader labels LinkedIn as "Facebook for thought leaders" and rejects over-automation, misguided AI, and "results-last" hiring. The company shifted recruiting philosophy from treating people like disposable fuel to recognizing them as critical machine parts. The hiring approach aims to sidestep the entire hiring system and rebuild processes to prioritize talent differently. Operational strain and shortcomings in the digital job funnel are evident through related organizational anecdotes and backlog issues.
Read at Inc
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