Peter Cappelli

<article-ideainbrief class="article-ideainbrief">
 <h4 class="ideainbrief-title">Idea in Brief</h4>
 <div class="ideainbrief-contents">
  <h5>The Problem</h5>
  <p>Employers continue to hire at a high rate and spend enormous sums to do it. But they don’t know whether their approaches are effective at finding and selecting good candidates.</p>
  <h5>The Root Causes</h5>
  <p>Businesses focus on external candidates and don’t track the results of their approaches. They often use outside vendors and high-tech tools that are unproven and have inherent flaws.</p>
  <h5>The Solution</h5>
  <p>Return to filling most positions by promoting from within. Measure the results produced by vendors and new tools, and be on the lookout for discrimination and privacy violations.</p>
 </div>
</article-ideainbrief><p>Businesses have never done as much hiring as they do today. They’ve never spent as much money doing it. And they’ve never done a worse job of it.</p>

+O4Sv3mAUGr3KsPVlYlg7Fi+samXjaALPTiw5iuhXO+6fPTThcwTJwN+RIRMZBx3AUHQtiAzGRhCXe5ByjTs9PqRtByfZh9DlBGtMWJ7XF3mviKPw7o0xZlzKTGT3eS2X8PMtaicyMZBYDe8X9ZySA==

Your Approach to Hiring Is All Wrong

Data Science Can’t Fix Hiring (Yet)

Expanding the Pool

Recruiting

<p>Businesses have never done as much hiring as they do today and have never done a worse job of it, says Peter Cappelli of Wharton. Much of the process is outsourced to companies such as Randstad, Manpower, and Adecco, which in turn use subcontractors to scour LinkedIn and social media for potential candidates. When applications come&#8212;always electronically&#8212;software sifts through them for key words that hiring managers want to see. Vendors offer an array of smart-sounding tools that claim to predict who will be a good hire&#8212;but whether they produce satisfactory results is unknown. Cappelli explores what&#8217;s wrong with today&#8217;s recruiting and hiring and how to fix it.</p>

Businesses have never done as much hiring as they do today and have never done a worse job of it, says Peter Cappelli of Wharton. Much of the process is outsourced to companies such as Randstad, Manpower, and Adecco, which in turn use subcontractors to scour LinkedIn and social media for potential candidates. When applications come—always electronically—software sifts through them for key words that hiring managers want to see. Vendors offer an array of smart-sounding tools that claim to predict who will be a good hire—but whether they produce satisfactory results is unknown. Cappelli explores what’s wrong with today’s recruiting and hiring and how to fix it.

Your Approach to Hiring Is All Wrong

Summary.

Partner Center