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The 5 DYSFUNCTIONAL Relationships in Recruitment (and how to fix them for a better hiring process)

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Technology alone won’t bring about digital transformation of recruitment; we need group therapy and a major shift in mentality.

Written By: Basil Fateen

Four years ago, I walked into a battlefield.

Prior to starting HireHunt, my work revolved around coming up with solutions to different problems and building the software to make it happen.

So when I decided to step out and start my own business, the most recurring piece of advice I received was to find a real problem to solve.

And oh boy, did I find one.

It was a problem so complex and fascinating that it lured me in, like a blue light attracting a fly. It’s now years later and I’m still mesmerized by the enticing glow as it electrocutes me again and again. Hey that smells great, is someone cooking something? Oh, that’s me.

HireHunt came armed with a different approach, advanced technologies and an outsider’s mindset.

Naturally, I expected that there would be opposing forces to what we were doing.

I expected to be in a western style shoot-out with the traditional job-boards. What I discovered was a royal rumble in a clown car at a traveling circus.

This tragic ‘comedy of errors’ stars the HR department, hiring managers, job-seekers, the Upper management executives and recruitment software vendors.

It’s my humble opinion that addressing the issues plaguing these relationships is the final key to catalyzing the full digital transformation of HR that is so desperately needed.

Until then, the technology is ready and waiting.

1- Hiring Manager vs. HR Team

Like a spark in a womb, it begins with the job requisition request from a hiring manager.

In no time, that cute little spark will become a dashing employee in a suit (or pantsuit) who comes late and spends their time looking busy while they’re actually looking for their ‘next opportunity’ online. Aww. They grow up so fast.

But that spark is sometimes doomed from the start, because the hiring manager and internal HR team are at odds and start off on the wrong foot.

Inability to articulate who can do the job and what skills they need to have is the first major friction point. Sometimes they may fall back on a similar job description with little insight into the conflicting and absurd requirements and perhaps the train-wreck it caused when used in previous job posts because they’re not even tracking that data.

So the hiring manager puts pressure on the HR who may not understand the role as well as they do and will inevitably send irrelevant candidates their way and start the ping pong game of approved/rejected email threads that everyone loves so much.

The HR feels the manager is being unreasonable with their expectations and the manager will feel the HR is not doing their job by providing great candidates for the role. The more time passes, the more lost revenue for the manager, the more stressed he gets, the more snide he becomes with communication and feedback and the more the HR becomes unwilling to exert effort for the vacancy and starts praying for the manager to develop arthritis. And so on.

Solution: reduce unnecessary communication problems, time lost, objectivity and bias from the initial shortlisting process and allow the hiring manager to access talents directly with HR monitoring and facilitating.

2- Job-seeker vs. Employer

This one is pretty straightforward.

Who here can really say that when they start applying they are embarking on a positive experience and hear back soon with relevant feedback after applying? And which hiring manager is not whining about ‘shortage of talents’?

Most of the time it’s a frustrating nightmare for everyone involved.

Putting applicants through a long strenuous process where they are inputting the same things over and over (which are already in their CV usually) or solving mind-bending psychometrics when you have no intent on even reviewing them because you hire by referrals mainly? Or you only hire from select universities? That’s pretty cold.

Accepting interviews and then not showing up without even an excuse? That’s borderline evil.

For a more comprehensive breakdown watch this:

https://www.facebook.com/hirehunt/videos/2242441959174383/

Solution: there must be a system of accountability in the job-hunting process. Everything positive you do should transfer and help you move forward, without bias.  Abusers (both applicants and employers) should be warned and then flagged publicly.

3- HR vs. Upper Management

The HR department is under more pressure than ever to achieve so much, yet they are usually the most ill-equipped department without the necessary tools, budgets and resources to meet their targets.

When there is not a strong HR C-suite leader representing the best interests of the department, they are trapped in a web of under-appreciation and consistent feeling of underperforming.

Solution: The biggest shift that can happen here is for the upper management to understand that HR should be a strategic department, not an administrative one. So provide them with the tools that handle the time consuming administrative tasks so they can focus on the high impact strategic ones that will ultimately impact everything from the revenue to the reduced turnover and quality of hire.

4- HR manager vs. The Recruitment Team

I once demoed HireHunt for the manager of a manger bank, who after seeing all the levels of automation snidely exclaimed, “Wel bahayem dol ana me3ayenhom leh?” (And so what do I do with those mules out there?) He was referring to his recruitment team.

It was hard not to reply ‘you won’t need as many mules’. But the reality is, I was thinking that this guy was a major mule. If he viewed his team in this fashion, then you can imagine the cycle of abuse that occurs and why every person who comes in for an interview will end up hating this company before even working there.

Solution: when automations can enable the team to be more effective and the data/reports is presented accurately the HR manager to streamline the entire process then efficiency increases drastically.

Go from a mentality of sheep-herder herding sheep to a maestro leading an orchestra.

5- HR vs. Recruitment Platforms

That’s right. As someone who started a recruitment software startup I can tell you with certainty that the trust between organizations and the people who sell them software solutions is severely eroded.

Why? Because so many “solutions” are full of crap and have promised them the world and then under-delivered.

Traditional job boards claim they have “millions of CVs” yet they know that most of them are outdated and irrelevant and only a small fraction will hire from them. Often they take part in the bias instead of countering it, because that’s how they make money.

The “smart AI powered solutions” claim that they can replace recruiters entirely and they can know candidates better than they know themselves. Nonsense. Most of these solutions don’t even use AI.

So in the middle of all these con artists and opportunists, any new B2B software claims will be met with a high degree of skepticism. The more grandiose the claim, the more skeptical they will be.

At the same time, I can’t tell you how often I see HR leaders get on stages and talk about ‘Digital Transformation’, yet when it comes time for them to try a new technology they get agitated and make excuses.

Solution: There will be a lot said for authenticity in product, sales and marketing in the coming phase to differentiate the innovators from the scammers. User experience should be at the core of the product, not the features and smart technology. Stop hiding behind ‘contact us for demo’ and let organizations really test your solution so they can know if you are the real deal. Software vendors need to make it easy for organizations to use the software, not just be impressed in the demo. Transparency and real success stories based on quantitative results is the only way to earn back the trust.

There will never be a one-size-fits-all solution to recruitment. Just like there will never be one solution for “medicine” or “good health”. It’s a complex ecosystem that requires true collaboration between all parties and technologies. I believe the digital transformation of how talents and opportunities connect will be one of the major inflection points in our current age that will have a massively positive domino effect on society at large.

At HireHunt, we’re focused on continuously innovating our online solutions to be a force pushing this transformation forward, supported by our hyper-realistic, anti-inspirational online content. Now screening applications in 9 global markets and with millions of views, so far so good, but the real transformation of mentality is just getting started.

Until then, join me. I’m heading towards this amazing blue light.

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Stevie Awards Winners’ Articles Series – Eng. Abeer Mahmoud Ramadna

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“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government sector” Eng. Abeer Mahmoud Ramadna

Winner Name: Eng.  Abeer Mahmoud Ramadna

Winner Title: Director Assistance for Control & Inspection for Economic Activities at Ministry of Industry & Trade in Jordan

Winning categories:

  1. The Gold Stevie Winner in the category “the most innovative Communications Professional of the year “
  2. The Silver Stevie Winner in the category “Innovation in Community Relations or public Services Communications”
  3. The Bronze Stevie Winner in the category “Innovative Management in Government – Organizations with 100 or more employees”
Brief Biography about the Winner:

Abeer Ramadna is the Director assistant of control and inspection unit at the Ministry of Industry, Trade, and Supply (MIT) in Jordan, she has a Master Degree in Industrial Engineering- Engineering Administration / University of Jordan with “excellent degree”. Abeer has 20 years of experience in private and public sectors, and is a focal point for UNIDO at MIT in Jordan. Abeer is a certified Management development Expert from ITC/ Vienna in 2005, a certified Export Consultant to EU from CBI/Netherland in 2007, certified Lead Auditor for Quality Management ISO 9001:2015, a certified Engineer Expert in Quality and Environmental Management systems in 2018 and a certified EFQM Assessor from EFQM in 2019. Eng. Abeer has a wide professional expertise in many fields that allow her to provide consultations to the organizations in various fields including Quality Management, Environmental Management, preparing industrial polices, strategies and plans, Inspection polices, Monitoring & Evaluation systems, implementing the ISO9001, ISO14001 ISO14040s standards, and conducting technical industrial sectors studies.

Eng. Abeer won three Stevie Awards from three different categories after participation in Middle East Stevie Awards in 2020, these are:

  1. Gold Stevie Winner in a category:” The Most Innovative Communications Professional of the Year”. These categories honor the most innovation in communications practice, management, and use of technology.
  2. Silver Stevie Winner in a category: “Award for Innovation in Community Relations or Public Service Communications”. These categories honor innovation in communications practice, management, and use of technology in the public sector.
  3. Bronze Stevie Winner in a category: “Award for Innovative Management in Government “. These categories honor innovation in executive management including the Award for Innovative Management in a number of industry sectors.

Abeer has been published scientific papers in one of the world accredited journals in E-government. Titled “Barriers to E-Government Adoption in Jordanian Organizations from Users’ and Employees’ Perspectives” in 2017, the link is:

https://www.igi-global.com/article/barriers-to-e-government-adoption-in-jordanian-organizations-from-users-and-employees-perspectives/181280

and published another scientific paper titled: “SEM approach to determine factors affecting e-government success in Jordan”,  the link is:

https://www.researchgate.net/publication/333488499_SEM_approach _to_determine_factors_affecting_e-government_success_in_Jordan

She was selected as a Judge at the Best Jordanian chemical product Award in all three cycles of it during 2015 to 2020, Judge in the 2019 management & entrepreneur Awards categories judging committee Stevie Awards, and Judge at the best industrial engineering project for the Jordanian universities in 2019. She participated in several national and International conferences, meetings and presented papers, as a representative of the MIT / Jordan.

https://www.facebook.com/abeer.ramadna

http://linkedin.com/in/abeer-ramadna-msc-ie-pe-cbi-em-itc-mde-66928170

https://stevieawards.com/ar/mena/eng-abeer-ramadna-2

http://jordanembassyus.org/news/jordanian-engineer-wins-three-middle-east-stevie-awards?fbclid=IwAR2iBj4P8uHERE_Q2Yf-hatk2yJ-bGeq1g8MaYPIz_HJ42HqUyA6UCPehdM

Stevie Award winning Case Study:

  • Developing action plans of inspection development to governmental institutions (Inspectorates) work in fields of health, Environment, labor, safety for economic sectors in Jordan.
  • Supervision of developing Electronic Inspection System for governmental inspectorates.
  •  Conduct many awareness workshops for governmental inspectorates and for private sector institutions.
  • Conduct many workshops and training sessions as A National trainer of trainers in the shaping of future studies.
  • Secretariat of higher committee for Inspection development of Economic Activates that consists from high level management in governmental inspectorates.
  • Abeer is trusted as a competent team leader and confident expert in Quality management & Inspection systems
  • Abeer conducted in 2018 a study titled the Industrial engineering in the government sector in Jordan, current situation and future opportunities and present it in the 2nd International Conference on Industrial Systems & Manufacturing Engineering (ISME’19) Nov, 11-12, 2019 in Amman.
  • Abeer was chosen after a series of selection process as one of the National participants in the Civil Service Development Program in Jordan and attended all phases including the leadership and developing high performance teams at the Royal Military Academy Sandhurst UK during 2019.

Eng. Abeer Mahmoud Ramadna “Continuing to contribute achievements and make positive impacts are goals that are achievable with the presence of strong & positive attitude, self-motivated character & determination.”

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Articles

Stevie Awards Winners’ Articles Series – Asiacell

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“Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities in order to excel”

Winning Organization: Asiacell

Nomination: Award for Excellence in Innovation in Technology Industries (including Telecom)

Brief about the Organization:

Asiacell is a leading provider of telecommunications and data services in Iraq. As part of international telecommunications company Ooredoo Group, Asiacell was Iraq’s first mobile telecommunications provider to achieve nationwide coverage. Asiacell is also a leading internet provider with its 3.9G data services, offering the best network coverage in all of Iraq since January 2015.

Stevie Award Winning Case Study:

As part of its commitment to expand network coverage in Iraq, Asiacell has continued to support the redevelopment of the country’s infrastructure and economy and the provision of high-quality connectivity solutions. It has enhanced its “Hot Zone” restoration strategy by putting 200 sites on air and connecting over 500 sites to 3G.

Focused on improving the quality of life for communities, Asiacell’s CSR initiatives are focused on key areas, such as health, education and culture. Asiacell has equipped several higher education institutions with computer labs and supported the renovation of schools, with the aim of providing quality education infrastructure. It also partnered with the Chibayish Environmental Tourism Organization to build the first Iraqi Marshlands heritage museum in Ahwar as part of its efforts to revive Iraq’s Marshland, while generating a positive effect on tourism and jobs creation. 

Recognising that its people are its key asset, Asiacell continues to roll out initiatives focused on engaging and empowering employees. It has invested heavily in digital transformation, including digital upskilling for employees, and streamlining of various internal processes in order to nurture a digital-first culture that embraces innovation.

We are so glad to be recognized as a successful and innovative telecommunication company in Iraq with a Stevie Award for “Excellence in Innovation in Technology Industries”. Recognition from the Stevie Awards means a lot to us and motivates Asiacell to continue to serve the community with professionalism. Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities in order to excel.

THANK YOU

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Articles

Qisaty Project & Developing Talent in Children with Special Needs in Egypt

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Edited By: Mahmoud Mansi

Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support children talents through a series of storytelling, writing and drawing workshops.

The total number of children who participated in the storytelling workshop is 60 including the most talented 20 who were selected to the story writing sessions, 16 children ranging from 6 to 14 years old got their stories selected to be drawn by 19 children with special needs.

The drawing workshops were held in 3 cities in Egypt with cooperation with 2 special needs associations; Nida Society Rehabilitation with both branches in Cairo and Luxor. 14 children, and Ashab El-Erada Association in Alexandria. 5 children.

The children have different disabilities, hearing loss, partial blindness, movement disability, learning difficulty disability, mental disability and increased electricity in the brain.

Of course such an interesting project needs proper preparation and an intellectual plan. Mona Lamloum shared some of the challenges that she and her team have faced during the project:

1-The global pandemic and the sudden lockdown.

2- The fact that most of the children with special needs suffer from many chronic diseases which lowers their immunity, in addition to the huge responsibility that lies on the team while holding the workshop during the pandemic.

3-The fear of the parents of the children with special needs participation at the drawing workshops due to the pandemic and the lack of their immunity. Which was managed to concur with the help of the project partners in drawing workshops. 

Eventually, Qisaty Project was held at exceptional circumstances and according to deadlines set up before the global Corona pandemic. However, the team did their best to get the project done within the lockdown with a quality that is aspired from the beginning, and that was done simply by teamwork, sharing a unified vision, and collaborating to find new solutions.

The result is 16 short stories in addition to 64 drawings by hands of talented children with special needs and with variable disabilities from three cities: Cairo, Alexandria and Luxor. Each drawing tells a different scene from a short story inspired from the children themselves to be published as a grand book that gathers the short stories and the drawings of all the talented young participants.

Acknowledgements:

Qisaty Sponsors:

– Amideast: Hosted the story telling, story writing workshops and the day that gathered the writers and children with special needs mixed day.

– Nahdet Misr Publishing House.

Media Sponsors:

– Marj3 Platform

– HR Revolution Middle East

– EBBY

– Arablit Quarterly

Children with special needs Associations:

– Nida Society Rehabilitation with both branches in Cairo and Luxor.

– Ashab El-Erada Association in Alexandria.

Qisaty Trainers:

– Hanan El-Taher.

– Mona Lamloum.

– Zeinab Mobark.

Designing Storytelling and writing workshop:

-Mona Lamloum

Writing workshops:

– Mona Lamloum

– Yaqoub El-Sharouni

Drawing workshop:

– Under the supervision of Shoikar Khalifa,

 – With the help of respectful team at Nida Association at Cairo and Luxor.

 – Ashab El-Erada Association at Alexandria by Sahar Zaiton with the help of Aliaa Abd-Elsalam.

Team Members:

– Rawan Said

– Ahmed Ismail

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