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Why would a company give another company so much power over their hiring practices? Hiring is an important skill for every successful company and the more you

Why would a company give another company so much power over their hiring practices? Hiring is an important skill for every successful company and the more you use these centralized services, the more you will be dependent on them. At some point they will realize this and start calling the shots and because you now have none of the required hiring knowledge, you are stuck.

nsedlet 11y ago
Recruiters and hiring managers should be involved in the screening process, and definitely make the final hiring decision. Where a third-party can help is in doing the things that are common across employers - a layer of screening that covers many of the soft skills and hard skills specific to that job type, but not specific to the company. Most employers don't do that very well. A third-party benefits from its expertise and focus - intellectual economies of scale, if you will. It can also make the experience much better for candidates. The status quo experience for job-seekers is terrible.
deleted 11y ago
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burgessaccount 11y ago
Why assume that hiring is not a specialized skill, that centralized experts can best provide? At my work we rely on outside experts to help us with our marketing campaigns, our retirement packages, etc - we don't have expertise in those areas and it is way more efficient to work with people who do. Would be great to hire through someone who can look intelligently at predictors of job performance, instead of resume + ineffable interview qualities.
- cfbrow 11y ago
  This is exactly right. I went on an interview once, years back, for a company that will remain unnamed. Their hiring process was delegated to non-recruiting function hiring managers, and had no structure to it whatsoever. I met with two different people I'd have been working with, and neither had any idea how to structure an interview, or ask questions that provided them the insight needed to determine if I was capable of doing the job. There were all sorts of questions about what I've done in the past, but nothing about what I intended to do, or how I'd apply what I know to solve the specific problems the job was created to solve.

nsedlet 11y ago

Recruiters and hiring managers should be involved in the screening process, and definitely make the final hiring decision. Where a third-party can help is in doing the things that are common across employers - a layer of screening that covers many of the soft skills and hard skills specific to that job type, but not specific to the company. Most employers don't do that very well. A third-party benefits from its expertise and focus - intellectual economies of scale, if you will. It can also make the experience much better for candidates. The status quo experience for job-seekers is terrible.

deleted 11y ago

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burgessaccount 11y ago

Why assume that hiring is not a specialized skill, that centralized experts can best provide? At my work we rely on outside experts to help us with our marketing campaigns, our retirement packages, etc - we don't have expertise in those areas and it is way more efficient to work with people who do. Would be great to hire through someone who can look intelligently at predictors of job performance, instead of resume + ineffable interview qualities.

cfbrow 11y ago
This is exactly right. I went on an interview once, years back, for a company that will remain unnamed. Their hiring process was delegated to non-recruiting function hiring managers, and had no structure to it whatsoever. I met with two different people I'd have been working with, and neither had any idea how to structure an interview, or ask questions that provided them the insight needed to determine if I was capable of doing the job. There were all sorts of questions about what I've done in the past, but nothing about what I intended to do, or how I'd apply what I know to solve the specific problems the job was created to solve.