Home > 6f. The role of Tech in Social Mobility > Tech and the HR/Recruitment Industry has a role in the Social Mobility issue

Tech and the HR/Recruitment Industry has a role in the Social Mobility issue

Okay, so the two examples I’ve just provided may have been a little long-winded. But by now you are probably beginning to get the point. If you had not been some of the way there already.

But there is another dimension to the Social Mobility question that is a very long way from the list of populist issues.

It deals with people who in the jobs market already, rather than the pathway and barriers they experience on their journey to get there.  

This problem MUST be addressed if we are to achieve the outcome of Levelling Level and treat everyone in every situation just the same.

In terms of those who have completed their education and are at any point of their careers, the social mobility barrier that many people face are the systems that business, organisations and industries now use to recruit people and get them into interviews.

Methods that are leaving businesses and organisations short-changed in terms of their talent pool, keeping exceptional candidates out of roles they would be perfect for, and giving people who are unsuited to the role they are given, opportunities which just end up being everyone’s loss.

The issue that I am referring to is the tech-based and light-touch methods that companies, their HR people and the agents they employ to recruit people for them now use.

Software tools take the effort out of reading CVs in a way that never allow for the nuances relating to how every individual writes differently – based upon their experience. It makes no allowances for the subtleties that may be as simple as one or two industry terms being absent from a CV or covering letter, therefore not allowing all of the preprogrammed tick boxes to be completed when it came to setting the search word terms.

The mindset across the recruitment sector has, like everything else, become obsessed with the bottom line too.

When it is not uncommon for fees to be in the range of 20-40% of the salary for the role they are recruiting, the desire to reduce risk whilst maximising profit means that using a tick box system basically guarantees that the results for the recruiter are assured, with little effort being involved.

All industries now recruit on the basis of looking for reasons to rule people out of a recruitment process, rather than looking for reasons such as the added value they bring to rule them in.

That must change, if Social Mobility is to be achieved and the way we are all to be treated at every stage of our lives is both balanced and fair.

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