My observation is, that most large organizations have outsourced almost every aspect of their recruitment process to either an external or an internal service organization, that often is geographically and culturally distant from the core of the organization. This is emphasized by impersonal and standardized procedures and the shift of responsibility from the organization to the candidates: it is them who need to show their desire and commitment to work for the company, it is them who are tested against mechanical database criteria, it is them who have to be prepared meticulously for interviews and to prove they are worthy of the organization. But why is this often not reciprocal?

How can we expect sustainable results from a relationship that from the beginning has such a power imbalance? I think we need to start fully “owning” recruitment again in a humane way: we need to establish a personal and mutually respectful relationship from the first contact, we need to select candidates that will serve the organization best and that will become that important asset that they are promised to be.

If we expect candidates to come with excellent professional and interpersonal skills, with a high commitment, the unique personality that matches the organizations culture and that behave in accordance with the organizations value, then these need to be the traits that the organization and its members have to portray consequently and with sincerity. We need to start to show genuine interest in candidates and meet them at eye level. Only then can we invest in impactful interactions, provide helpful feedback and build trustful relationships that are empowering human beings independently of the outcome of the recruitment process. That I think is the best way to build the positive impression the organizations are striving for.