Disclaimer – ανάληψη προσωπικής ευθύνης και όχι αποποίηση αυτής: Το κείμενο που ακολουθεί είναι στα Αγγλικά λόγω πηγών, στοιχείων και φυσικής τάσης κάποιες φορές να γράφω στα Αγγλικά. Με χαρά θα το στείλω σε όποιον μου το ζητήσει στα Ελληνικά.
Interviews are a stressful assessment process for people being assessed, especially when they don’t receive any feedback as to why they are not proceeding to getting hired. Global market research during year 2024 shows that although unemployment shrinks, companies do not appear to find what they are looking for, and people report hitting walls trying to land a new job for their career development.
People often feel they are being ghosted by HR or hiring managers, after long interviewing/assessment processes, and after viewing ads for the same position they applied & got assessed re-appear on job boards. They often ask me why certain ads appear and re-appear since June 2024, while we are now entering November of this year, and they sound suspicious that companies are just fishing for CVs, benchmarking, or might be having trouble find the right candidate(s) due to internal issues or low salary offers (common questions i come across often in my conversation with job seekers).
The number of un-filled / open jobs during 2024 is growing, yet this is not matched with relevant ‘hirings’. Are hiring managers becoming more picky? Are the job openings combining more skills which are hard to find in the market? Are they looking to hire talent, character, technical skills or culture fit – all in one? Do they know what they are looking for? What has affected hiring decisions so much that makes people hit hiring walls/dead ends and companies proceed with slower or no hiring decisions? Is it true that an organization starts by looking 1 kind of a professional profile, but while meeting with relevant candidates, this job profile changes? So many questions arise by the recruitment process and its results during the year 2024.
What do you think happens with ‘hirings’ in year 2024? Will this extend in 2025?
- Companies don’t know what they are looking for/they need to do a more thorough organisational analysis before going out to announce a job ad (A)
- Hiring decisions need to be made quicker, and this should be a clear KPI for in-house HR departments and Talent Acquisition teams (B)
- A lot of companies lack CX policies and tactics as to how we manage people interviewed/assessed, and do not care that much if they don’t come back with feedback to those not chosen (C)
- Annual recruitment strategies are essential for any company planning to grow; however, we rarely understand there is one on the table when approaching these companies as candidates, associates, consultants, etc. (D)
- There is a hidden employment issue involved in what we see, and this has to do with AI and changes in the professional map which affect executives across professions and market fields. (E)
- Unemployment rates will rise early on year 2025, and the issues discussed above are just signs of this trend. (G)
- All the above. (H)
- None of the above. Discuss further … (J)
Change will continue to happen within year 2025. Change in how organizations manage assessment, hiring and recruitment as a whole. Change in how organizations manage their development & growth in PEOPLE terms and choices regarding them. Change in how they view Business to Human, or Human to Business, as they are already dealing with Business to Consumer, and Business to Business. Change and growth are still happening, so we need to keep our seat belts on and speed up.
Data derived from own market experience, insights from diverse professional resources and people we are working with, and this article from the Wall Street Journal and Callum Borchers.
Η Ξένια είναι Οργανωσιακή Ψυχολόγος και πιστοποιημένη τόσο στη διεξαγωγή αποτελεσματικών συνεντεύξεων όσο και στη συγγραφή βιογραφικών. Αναλυτικό βιογραφικό στο προφιλ της στο LinkedIn
