6 January 2020

Why you shouldn’t improve your recruitment process

At Equalture, we are big on predictive hiring practices. We’ve shown that when we hire based on the relevant data (and nothing more), the quality of the hire and the diversity of your workforce goes up. New employees have a better candidate experience and their performance meets expectations. Turnover goes down and productivity goes up, hurrah!

The benefits of data-driven recruitment are clear and, despite being a relatively new field, it has been proven to work better than the traditional hiring process. Now, we have the impartial evidence, we know where we are going wrong and we even have the means to switch from traditional to data-driven. But is there a dark side to predictive hiring? I speak to someone every day that tells me that they don’t see the value of critically examining their existing hiring process. Let’s look into some reasons why you should not do anything differently when hiring for new employees.

Change is a pain

Implementing a new process or a new tool requires a change of mindset. It requires buy-in from the management team, some meetings with people who already have their plates full, and it takes up resources in the implementation stage. In addition, some (recruitment) roles may have to be thought over now that there isn’t so much manual work involved. Ugh, sounds annoying. Who would want to save 50% of their time by delegating some repetitive work to an algorithm? No thanks, we already have a process that works for us.

Your priorities are different

Sometimes the issue is not reluctancy to change but not making time for it. In most growth-oriented companies there are always countless projects that compete over the same energy, time and cash, and many think that it’s more important to funnel those resources to projects that bring in direct revenue, like improving your product or building a marketing campaign. Makes complete sense! Though, when you think about it… How do campaigns get built and products improved? Yup, it’s your employees that do it, so in the end it all starts from hiring the best-fit people.

Your people are already fantastic

Nice! You’ve made great hiring decisions so far and everything is going great, no need to change. Before you close this blog and congratulate yourself, first think of this: Whose accomplishment was this? Was it maybe a power team of 3 outstanding recruiters? Or was it the founder or CEO of the company who always picks the perfect-fit team members? What happens if the recruiters switch jobs or want to grow into another role? It’s almost inevitable that this will be the case at some point. Is their success something you can replicate? Do you want the CEO or founder of the company to be so heavily involved in all recruitment decisions when your company grows and you interview 20 people a month or a week? In other words: Is your current success reliable and scalable through time and growth stages?

Lack of imagination

Your current recruitment process is all you know. It’s tough to see how a completely different approach would affect such a fundamental part of your company and your job. Also, maybe you feel that only 1 in 10 of your hires are unsuccessful and that’s not so bad. It’s difficult to see what it might do to your company success if all your new employees were top performers.

Suspicious about AI and Machine Learning

When you think of AI, do you see an image of Arnold Schwarzenegger in the Terminator? Or maybe something more from this world like the Amazon AI recruitment algorithm scandal? It’s okay to be cautious about allocating tasks to algorithms that used to be handled by humans. Make sure that if you decide to explore options in getting some unbiased help for your hiring process, that this tool is built so it doesn’t provide biased results. The tool or service provider should have validated that their product doesn’t prefer a certain gender, race or any other feature that’s not directly related to job performance.

Did you recognise yourself in the above reasons? Or did you perhaps think of some other ones? It’s completely fine to not improve your hiring process if you don’t want to, but keep an eye on your competitors. They might be less suspicious than you are.

PS. If you’re ready for innovations, please feel free to schedule a call with me here.

Cheers, Emilia