As HR professionals sound the alarm on recruitment’s disarray, let’s explore how we can put the 'human' back in human resources—because talent deserves more than a flawed system.
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The recruitment process in 2024 is in disarray, and it's more than just a passing observation. HR professionals, managers, and business leaders are all sounding the alarm about the flawed system meant to find, nurture, and retain top talent.
With AI biases, confusion over cultural fit, and candidates experiencing more ghosting than ever, it's clear that the entire hire-to-fire cycle needs a revamp. But like any flawed system, it can be fixed—if we start listening to those who are feeling the cracks the most.
Here’s what’s not working and, more importantly, how we fix it.
Remember when AI was supposed to make hiring easier? Well, it did—but it also came with a cost: hidden bias. Those same algorithms designed to streamline candidate selection are quietly sidelining certain groups. Think about it—an algorithm built by people with biases will reflect them. Shocked? So are HR managers who find themselves tossing out great candidates who don’t “fit the profile” because the profile itself is flawed.
What needs to happen: HR professionals must look beyond AI-driven filters and invest in systems that highlight diverse skill sets rather than rigid credentials. Human oversight isn’t optional; it’s essential.
It’s not just candidates who ghost; employers do it, too. According to many HR officers I spoke with, candidate ghosting is happening at alarming rates, and it’s no longer just a faux pas—it’s damaging. Candidates who are left hanging don’t just disappear; they talk. They tell their networks, and your company’s reputation takes a hit.
What needs to happen: Companies need to stop acting like they’re too busy to respond. Automating responses to applicants and maintaining transparency throughout the hiring process is key. In the age of instant communication, there's no excuse.
The phrase "We’re looking for someone who fits our culture" is frequently heard, but what does it really mean? More often than not, it translates to hiring people who look, think, and act like everyone else in the room. But homogeneity is the enemy of innovation. Companies that hire for cultural fit limit diversity, which means they’re also limiting creativity and growth.
What needs to happen: Hire for cultural add, not cultural fit. Instead of asking, "Will they blend in?" companies need to ask, "What new perspective can they bring?" This shift can ignite creativity, fuel new ideas, and break the cycle of groupthink.
We’ve been trained to believe that the best candidates come from top-tier schools with shiny degrees. But here’s the thing: in 2024, degrees aren’t the only markers of skill. Many HR officers and leaders have realised that some of their best hires came through non-traditional paths—self-taught coders, boot camp graduates, or those who pivoted from entirely different careers.
What needs to happen: Prioritize skills-based hiring over formal education. Use challenges, portfolios, or real-world simulations in the recruitment process to evaluate candidates on what they can do, not just what’s written on their diplomas.
Most companies treat onboarding as an afterthought. The result? New hires are left confused, disengaged, and sometimes already plotting their exit. I learned that a surprising number of HR leaders have seen employees leave within the first six months due to poor onboarding experiences.
What needs to happen: Onboarding should be treated as the first chapter of an employee’s journey—not the last formality of recruitment. It's where companies can set the tone, clarify expectations, and build long-term loyalty. Give your new hires a clear path, support systems, and, above all, make them feel like they belong from day one.
Data is king, right? But without proper analysis, it’s useless. Many HR professionals I spoke with say they’re overwhelmed by the sheer volume of data coming from recruitment platforms, but the quality of that data is often lacking. They’re flying blind, relying on gut instinct rather than actionable insights.
What needs to happen: Companies must invest in tools that provide meaningful, actionable data. Metrics like time-to-hire and cost-per-hire are important, but they should also examine candidate experience scores and long-term employee success rates to refine their approach.
At the end of the day, recruitment isn’t just about filling a role; it’s about connecting with real people. The systems we’ve put in place—from AI to applicant tracking systems—are supposed to make things easier, but they’ve inadvertently created new challenges. To attract and retain top talent, we need to centre the human experience at every step of the hiring process.
Research shows that the HR professionals thriving in 2024 understand a crucial truth: it’s not about hiring faster or cheaper—it’s about hiring better. By focusing on inclusion, communication, and long-term engagement, we can fix recruitment from hire to fire, once and for all.