Jackye Clayton|Jo Weech
Editor|Founder/President RecruitingDaily|Exemplary Consultants

An international trainer, Jackye Clayton has traveled worldwide sharing her unique gifts in sourcing, recruiting and coaching. She offers various dynamic presentations on numerous topics related to Recruiting and Human Resource Tools, leadership development, inclusionary culture, team building and more. Her in-depth experience in working with top Fortune and Inc 500 clients and their employees has allowed her to create customized programs to coach, train and recruit top talent and inspire others to greatness. Follow Jackye on Twitter @JackyeClayton and @RecruitingTools or connect with her on LinkedIn.|As Founder & President of Exemplary Consultants, Jo seeks to enhance organizational effectiveness through collaborating with clients to create strategies in support of corporate objectives. She combines seasoned experience serving small businesses and start-ups with best practices to strengthen the effectiveness of operations, human resources, recruiting, and talent management systems. She and her staff partner with clients to develop customized processes that help to establish strong foundations from which growth can then thrive.

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In the early 2000’s, there was a push to treat recruiting almost like an assembly line. Once the resume came in, you just drove it down the line treating people like widgets.

One of the reasons this has happened because recruiters look at the process through the eyes of the company, not the eyes of the candidate. And even though we have come a long way in what we do for the candidate experience, sometimes the great technology we use for recruiting creates a wedge between the candidate and the company.

Think about this for a moment: Does your recruiting methodology create value for the company you are hiring for? Does it create value for the candidate?

If the answer is “I don’t know,” you are not alone — and it isn’t your fault. It is the way recruiting has been done for years.

When all you do is look at the resume in identifying candidates, it means you are not taking the time to look at the person behind the resume. We look for keywords, job titles, and experience. What about passion and drive and desire?

Recruit Human

It is time for recruiters to take a human approach to recruiting. Recruiters need to recognize that those you are recruiting are people with needs and expectations.

Raise your level of honesty and transparency to make sure that the candidate truly is a good fit, not just because of their skills but because of who they are as a person. Jo Weech will be with us on RecruitingLive to offer insight as well as answer questions about this most overlooked topic.

See you Friday — and don’t forget to tweet @RecruitingBlogs #rdaily!

The RecruitingDaily Podcast

Jackye Clayton

Jackye Clayton, with acclaimed expertise in diversity and inclusion, recruitment technology and a global network of non-profit, human resource and recruiting professionals, Jackye Clayton is a servant leader, uniquely inspirational speaker, and a revered thought leader. Jackye was named one of the 9 Powerful Women in Business You Should Know by SDHR Consulting, one of the 15 Women in HR Tech to Follow in 2019 by VidCruiter, 2019 Top 100 list of Human Resources Influencers by Human Resource Executive Magazine and one of the Top Recruitment Thought Leaders that you must follow in 2019 by interviewMocha Magazine. Currently, Jackye is the Diversity, Equity, and Inclusion Strategist at SeekOut. You can find her on Twitter @jackyeclayton and LinkedIn https://www.linkedin.com/in/jackyeclayton


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