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Nowadays, most companies employ a complicated job interview structure, which sometimes includes provocative or irrelevant questions and tasks to test applicants communication or decision-making skills. Naturally, it contributes to selecting exceptional candidates; however, many people still miss the job opportunities with top-tier skill sets and backgrounds. Overall, it poses a question of how to effectively select employees out of myriad candidates without rejecting promising applicants.
Undoubtedly, the failure of modern hiring systems requires appropriate solutions that will provide all candidates with equal chances during job interviews. Jason Shen (2017), for instance, suggests expanding employers search to not miss applicants that are not suitable based on the standard criteria, such as work experience in leading companies or degrees from prestigious educational establishments (02:56-03:07). I believe that such an improvement may be worth considering for businesses as they could select people with great potential who managed to acquire an exceptional skill set on their own, which shows their persistence and desire for self-development. Furthermore, showcasing candidates abilities during job interviews is an excellent suggestion, considering that recruiters may experience the applicants skills themselves and estimate whether their approaches suit the company (Shen, 2017). Shen (2017) also provides a practical example of why employers should not job applicants just by their resumes, race, or experience; therefore, I agree that it is unreasonable to reject candidates without at least attempting to understand their talent and potential. By and whole, the aforementioned suggestions could indeed drastically transform outdated hiring systems and provide candidates with equity during interviews.
Additionally, the employers tend to wrongly estimate the candidates abilities as they seek the typical characteristics: work experience and credentials, which ultimately leads to most applicants being rejected. However, Jason Shen (2017) encourages HRs to hire candidates without misinterpreting the aforementioned aspects with ability and competence and instead give opportunities to people who genuinely deserve it because of their hard work and persistence. Therefore, implementing the developments mentioned by Jason Shen could assist organizations in seeking new faces that can transform their company positively and ultimately lead to success. By and large, it is even more effective to employ such a hiring system as employers would be able to select people with great potential and motivation to develop their skills and abilities to help companies strive along with them.
Reference
Shen, J. (2017). Looking for a job? Highlight your ability, not your experience [Video]. TED Talks. Web.
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