But here goes number one hiring managers with limited talent assessment capacity. Number two some make hiring to be like a mundane grocery store experience. Number three outdated hiring questions and methodologies. Number four internal hiring makes external hiring slowdown. Number five quick fix approach lack of patience to unearth true potential. Number six lowcost alternative talent supply increases the pressure to randomly apply. Number seven limited risk appetite for diverse hires promotes heard hiring
J.L. Beasley
@Her_Sisu · 4:58
They have lost their mind. And so you apply with all of the confidence in the world and then they waste your time even further and they bring you for first round, second round, and sometimes even a third round interview and communicating with you in between. I even had one job, even had in between the second and third round HR call me to review the benefits associated with the job so that I would be prepared to select when the offer was made
Aayan Banerjee
@BasTalk · 4:50
So that's one side of the story. The second side of the story is that when they are in situations, some of the top recruiters they are inundated with job requests. What happens is if it's especially as a large organization, like a tier one organization, each one of them is dealing with ten or twelve open positions any given day. So ten open positions into an average of 30 resumes, that is 300. And conversations would probably be with 50 to 60 such people