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External candidates are difficult to evaluate successfully and are sometimes found to be unsatisfactory after hiring
HR engages in a lot of guesswork regarding corporate goals and new directions, and often these guesses are incorrect
HR has no way of evaluating candidates in terms of their ôcorporate capitalö value
Most candidates are hired based on their appearance, resume, and answers in the interview; little attention is paid to references, ability to handle adaptive challenges, or fit with corporate goals
The HR computer system is inflexible, cannot cross-match employee skills with jobs, and has no what-if or other analysis capabilities
In developing an HR recruitment solution that answers these deficiencies, a number of alternatives were considered. Two primary problems that needed to be addressedùthe lack of strategic planning and the HR computer system inadequaciesùwere outside the actual recruitment workflow but crucial to the process. The hiring managerÆs overly general job descriptions could
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