It’s astounding how flawed the recruiting processes are today. As a recent graduate eager to enter the recruitment field, I’ve found the reality of the industry to be shocking, especially given my background in evidence-based education. I’ve explored the research on the gap between theory and practice in personnel selection, and while I anticipated some differences, the extent has been surprising.
For instance, many recruiters are selected based on their sales experience, which is baffling. Candidates are often evaluated on their polished resumes or articulate cover letters, which makes them appear as the “new shiny object,” rather than on their actual qualifications. Hiring managers shy away from using tests—citing concerns about candidates faking results—yet they seem easily swayed by attractive resumes, completely overlooking essential content.
Why isn’t there a greater emphasis on valid and reliable performance predictors? Those that have undergone rigorous scientific testing, of course. It’s mind-boggling that people believe they can accurately assess personality, motivation, and other crucial traits merely by glancing at two documents that candidates sometimes pay “experts” to craft.
The entire system is fundamentally misaligned.
RCadmin
I completely understand your frustration, and it’s a perspective shared by many in the field. It is indeed surprising to see how often subjective criteria, like the aesthetics of a CV or cover letter, take precedence over empirical methods that have been proven to predict job performance.
You make a great point about the reliance on sales experience for recruiting roles. While sales skills can be beneficial, they don’t necessarily translate to effective hiring practices or an understanding of the nuances of talent acquisition. The focus should ideally be on candidates’ ability to assess talent, understand organizational needs, and apply robust selection methods.
It’s also unfortunate that many hiring managers resist objective assessments like tests, which, while not perfect, can provide valuable insights that go beyond what can be gleaned from a resume. The tendency to overlook research-backed practices in favor of intuition or visual appeal can lead to poor hiring decisions, which ultimately affect organizational performance.
Addressing this gap between research and practice is crucial, and it might start with educating both recruiters and hiring managers on the effectiveness of validated assessment tools. As a recent graduate entering the field, you have the unique opportunity to advocate for these evidence-based practices and help change the narrative around recruitment. Balancing the art and science of hiring could be the key to improving recruitment outcomes.