We don’t usually feature articles written by our competitors in this column, but the recent Korn Ferry article, Job Market: Still a Mess, is particularly insightful.
We have also noticed that significant cutbacks in the Human Resources departments of companies and law firms have caused significant delays in the hiring process. And as the article points out, the emergence of artificial intelligence tools, while potentially a solution, currently has only complicated the situation.
The article identifies some potential solutions to the existing problems, including the increasing use of scheduling tools to improve the interview process. But not mentioned is a critical element of the game plan—increased involvement by the actual substantive executives in the hiring process.
We find that positions get more quickly filled when the ultimate business executive takes ownership of the vacancy and partners actively with the internal recruiters and/or the executive search firm engaged for the project. Those leaders should evaluate all potential candidates (not just the ones that fit some sort of AI-focused word algorithm) and be involved throughout the whole process. This is particularly true in an era where HR/recruiting teams are significantly overburdened.
