In this video, Konstanty Sliwowski, the founder of Caissa Global Recruitment, talks about the prevailing trend of talks about the prevailing trend of interviewing, hiring, and recruitment. He thinks it’s bad and explains why recruitment practices should focus on people, not transactions. This will, eventually, help businesses plan their growth strategies.
Let’s take a look at the video transcript below:
There is so much bad practice in recruitment that it has become normalised. I am sure, you know what I mean:
- Those robotic scripted interviews
- The lack of understanding about the actual job or the company it is with
- The lack of feedback sharing with candidates
- No regard for employer brand or meaningful candidate engagement
- The poorly structured unpersonalised, SPAM emails
- The complete transactionalisation of the hiring process
This is not why I got into recruitment. This is not what I see as appropriate practices. This is not what I will ever stand for.
- We are dealing with people - their careers, livelihoods, personal and mental wellbeing.
- We are also helping scale organisations, and deliver real impact.
Recruitment is about people; People that are critical to the growth and prosperity of our clients. Without the right engagement, representation, and hiring practices, companies will not be able to attract and hire the top performers their organisations need to succeed.
I set off on a career in recruitment nearly 20 years ago and have been running my company, Caissa, for 11 years at this point, with the personal mission to help clients strategically define and execute their hiring objectives.
Sounds nice right?
But what does this mean?
It means that I approach recruitment, not from the objective of executing a hiring transaction. My approach is:
- First and foremost, about identifying the situation, needs, and objectives of the hire, and then
- Defining a hiring strategy and execution path
All of that to ensure our client is represented fairly and attracts, engages, and hires the right talent to support the culture and growth trajectory of their business.
Let’s talk about recruitment as a business growth strategy and stop this nonsense about it being about getting CVs and making a hire.
In sum, mechanical recruitment is not a good practice. to make it more result-oriented, recruitment should be:
- Focused on people. It should address the issues of clients and candidates alike.
- Targeted to the right people. Both, the companies, and the candidates should be able to make the right choices
- Identify the situation. Identify what clients want, and what their hiring strategy is.
Are you facing challenges in hiring the right candidates? Do you want to switch to a better job opportunity? Contact us to get the right solution.
