Bad publicity is never far away in the recruitment industry, and following the utterly cringe-worthy Haigh Associates video that I covered a few weeks back, a new story is working its way across tabloid media, titled ‘Badmouth recruitment boss has come under fire for being the rudest man in Britain’.
The results of the 2018 Hampton-Alexander review of UK boardroom diversity are, in my view, unsurprising. According to the report, five FTSE companies have failed to appoint a female to their boards more than two years after the government ordered the UK’s 350 biggest firms to ensure women held at least a third of boardroom positions by 2020.
As you may have realised from my blogs, I’m passionate about the hiring of talent being an equitable process where it’s a level playing field for all candidates. As next week is Transgender Awareness Week, I thought now would be a good time to discuss some of the biases preventing marginalised groups from getting a fair chance at employment.
The negative perception of the industry reared its head again last week, in reaction to a thoroughly cringe-worthy promotional video from IT recruitment consultancy, Haigh Associates. The 43-second clip is short, yet still more than manages to convey some of the most disliked aspects of the industry.
As regular readers of our blog will know, we’ve been very driven in recent months by our Trust in Recruitment debate. While this entire topic is something I’m very passionate about, I wanted to use this blog to discuss an issue that I feel is relevant, but that I recently discovered some feel does not impact our perception of recruiters: diversity.
As I’m sure most of you have been eagerly anticipating, we’ve released the results of our Trust in Recruitment debate which took place earlier this month. In my last blog I alluded to the fact that it was a highly-charged discussion, and the results certainly reflect this.
As regular readers of my blog will know, the AnyGood? team hosted a debate last week to discuss why there’s such a lack of trust in the recruitment industry and, crucially, what needs to be done to change this. We brought a real range of experts together, ranging from recruiters, in-house HR professionals, diversity specialists and, of course, myself.
We’re now only one day away from our event, Trust in Recruitment: The Debate. On Tuesday 9th October we will be bringing together an array of experts across the hiring arena to discuss why there is an alarming level of mistrust in the industry and, perhaps more importantly, agree how this can be changed.
If you’re a regular reader of my blog, you’ll know that AnyGood? is the driving force behind a new campaign called Trust in Recruitment. Following our independent research findings, it was clear that the next step needed to be a panel debate with industry experts. I am delighted to reveal our first two experts who will be attending our event on October 9th.
A number of recruiters are using algorithmic screening as a way of sifting through applications in order to eliminate unsuitable candidates. Or so they think. I’ve just been reading about new research which confirms what I’ve been saying for some time: using algorithms to match candidates to jobs is a flawed process.