The Last Mile

That same mental model can be applied to candidates and hiring managers at companies. Hiring managers want to achieve the highest results and build great teams and companies. Potential candidates on the other hand are eager to grow their career and get their foot in the door.

In the world of employment, the disconnect between hiring managers and candidates leaves both in precarious positions. Candidates do not have a direct line to hiring managers within companies and employers are overwhelmed with the massive growth of qualified (and un-qualified) candidates.

Since the turn of the century, we now have access to nearly every bit of data that you could want. With the click of a mouse and a few taps on the keyboard, you can gain access to many products and services. However, while some research can be done in the human capital realm, key data is generally missing or inconclusive.

For example:

• Candidates can review Glassdoor for company reviews as it provides data points peering into the perceptions and views of former and current employees. However it’s a rigged system where some organizations actively promote how awesome their company is by coercing employees to post positive reviews. Conversely, a few disgruntled employees can sully the perception of an overall great place to work.
• Clients can review a candidate’s LinkedIn profile and social media footprint for some clues as to how they may be able to fit but many times that’s a facade.
• Job search platforms make it easier for a job seeker to identify opportunities but it doesn’t provide all available opportunities in the area (hidden and non-advertised job market)
• Technically skill assessments still need to be administered as part of the hiring process.
  
  More pointedly, while technology is an asset to both hiring managers and candidates in the process of fulfilling a much-needed role or position, it DOES NOT get to the heart of the issue:
• For candidates: Is this the best opportunity and the next step in my career? Am I a good fit for this role culturally and technically? Is there additional opportunities for advancement and growth?
• For hiring managers: Is this candidate the best person I can get and can they add significant value to my organization? Does the candidate’s personality fit within our corporate culture? Am I basing my decision on non-biased factors to promote diversity?

A 2D representation of a candidate’s qualifications (aka: resume) or job description doesn’t reflect the 3D version of oneself or the technical nuances the job requires. To ensure that the best possible candidate is hired in each and every role, it is essential that the real person and the job itself are carefully evaluated. No sense in trying to put a round peg in a square hole based on data.

As much as technology has made the process faster, and easier in some regards, the recruitment of human capital is still human-intensive. It requires intermediaries (i.e. recruiters) to vet out candidates/consultants. Human capital firms have deep networks into both high potential candidates and key decision-makers giving both candidates and clients a leg up on finding the best fit for both parties.

This is not to mention how fully employed top candidates are not interested in wasting time searching for jobs and submitting a resume into a black hole. That’s in addition to helping organizations bi-pass the process of sifting through hundreds of resumes to identify qualified candidates.

Acting as a bridge between potential candidates and decision-makers, a firm specializing in human capital can create just the right connection. From vetting candidates to identifying specialized positions to salary negotiations, a human capital expert can assist both job seekers and hiring managers in matching the most qualified candidates with the right company. Cost savings from having to begin the process again and the time spent in the hiring process if the “ideal” employee is not found is certainly worth the expense of utilizing the services of a human capital firm.

In solving for the “Last Mile”, employers and job seekers need a firm they can trust to get the key information needed more efficiently.