The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least. Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.
The Rise of Recruitment AI
Forbes Magazine published an article on Accountability titled, “7 Ways to Build Accountable Organizations”. Within the article, the author posses the question:
Where do you need to invest your time and attention to build an environment of accountability?
This is a question many organizations ask themselves and consistently struggle to find the answer. A significant reason so many organizations are struggling to answer the question on accountability is because their primary focus is on process and they do not consider job fit.
The Forbes’ article on accountability effectively covers the core procedural elements necessary to be able to monitor and report on accountability: clearly defined job roles, mutually agreed upon tasks, positive incentives, consistent reviews, etc. However, the article like many other periodicals on accountability overlooks the significance of job fit.
Dawson Consulting Group
Talent Solutions Expert