How to Revitalize a Stale Recruiting Process

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Radical Revision of Hiring Processes

Antiquated hiring procedures -- like written tests, formal interview meetings with HR directors in sterile office space, quick reference checks and making decisions based on a "gut feeling" about a prospective employee -- are often proven to be unacceptable in the 21st century. Given that the cost of hiring talent is substantial (salary plus insurance, benefits, etc.), it behooves HR leaders to come up with innovative hiring practices.

Three project goals and three project objectives

One goal is to omit the old style of interviewing, which entails collecting and sorting through resumes, calling references, and interviewing candidates in boring, stale environments. A second goal is to involve existing, proven company talent to be a major part of the selection process. A third goal is to bring new talent on board that represent diversity in background, that show intellect, and strong aptitude for the quickly grasping the tasks they will need to perform -- and not just prospective, "filtered" employees that have experience.

Filtered employees are those who are familiar with the company (maybe actually work for the company), have learned "in a particular thought processes ... and create thinking processes based on the limited, narrow experiences learned and believed" in this company or in a firm that is similar (Kerfoot, 2013). That third goal means looking for an unfiltered candidate because unfiltered leaders are "complementary to organizations that need innovation and new pathways for the future," Kerfoot explains.

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The first objective is to bring new talent on board that can light a fire under every project assigned to them; talent with enthusiasm and the ability to quickly embrace the existing culture and yet offer new energy and ideas. The second objective is to minimize the need to re-hire by making smart HR moves which involve hiring and keeping top talent. The third objective is to offer flexible work schedules, give generous paid leave perks, and provide child care and other helpful practices that show employees they are part of the company family.

Key customers and two stakeholders

Dependable Dairy is a dairy products firm, producing milk, butter, ice cream, probiotics, yogurt, and frozen disserts. The customers are families with children, people trying to get fit (or maintaining fitness), people that use probiotics, sports fans at ball games that love ice cream, restaurants that use dairy products, and schools that offer free milk for low income students. Three stakeholders: the company directors, the employees of the company, the families of the employees, the vendors, and the community in which the company operates.

Three key milestones and/or deliverables

The first milestone is when the HR department….....

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"How To Revitalize A Stale Recruiting Process" (2016, July 18) Retrieved June 13, 2026, from
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"How To Revitalize A Stale Recruiting Process", 18 July 2016, Accessed.13 June. 2026,
https://www.aceyourpaper.com/essays/revitalize-stale-recruiting-process-2161443
   

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