The document discusses problems with traditional recruitment and selection processes and proposes alternatives. It argues that current processes are inefficient, unfair, and demoralizing for candidates by focusing too heavily on rigid criteria like qualifications, experience, and skills assessments. Instead, it advocates selecting candidates based on their actual capabilities, values, and motivations through a more dialog-based approach that builds relationships at every stage and focuses on training rather than assessment. The goal is to find candidates that are the right fit for both the job and company culture.

1. unRecruitment
Innovating the Selection Process

2. Will Bentinck
Business Development, Account
Management, Product Ideation,
and Culture, Learning &
Development @ Enternships
Serial social entrepreneur (#edtech)
and personal career consultant.
Committee of BCS Entrepreneurs
and adviser to e-skills UK, GSCE to
postgrad.
@isoworg

3. My Ideal Candidate
has the right skills, at or above the desired capability;
has the right qualities, at or above the desired capacity;
is an ideal fit for the company's culture, values & mission;
is loyal, on-brand and remains effective in difficult times;
is a brand evangelist;
is ready and able to contribute their creativity, innovation
and judgement to the benefit of the team, the company
and themselves.

4. possible?

5. likely?

6. easy?

7. inefficient
unfair
demoralising

8. rejected
turned away
told they're no good

9. better off
more employable
promoting your brand

10. one-sided

11. I am an ideal candidate: I have
all the skills and experience you
require; I have qualifications
from prestigious places; and I
have spent time volunteering in
soup kitchens.
May I please have a job?

12. NO

13. dialogue
+
shared responsibility

14. the job is right for them

15. the job is right for them
+
they are right for the job

16. My Ideal Candidate
has the right skills, at or above the desired capability;
has the right qualities, at or above the desired capacity;
is an ideal fit for the company's culture, values & mission;
is loyal, on-brand and remains effective in difficult times;
is a brand evangelist;
is ready and able to contribute their creativity, innovation
and judgement to the benefit of the team, the company
and themselves.

17. capability
values
motivations

18. education
experience
bloody lists

19. dating analogy #1
The Questionnaire

20. dating analogy #2
The Note

21. dating analogy #3
The Rooms

22. our solutions

23. training,
not assessment

24. skills as the
primary determinant

25. what can you do?

26. select for capability,
values and motivation
not for their proxies

27. add value at every stage

28. train, don’t asses

29. build a relationship, rather
than a sieve

30. come and have a chat
I will bring cake

31. will@enternships.com
@isoworg