Imagine a world where people were hired without having to provide a CV, turn up for an interview, get a background check or be asked any questions.
Bay of
Plenty experts shared their thoughts on the risks and rewards of the open hiring approach in this week's edition of Money, which is published inside the Bay of Plenty Times and Rotorua Daily Post.
While it could be the answer to tackling some of the Bay's chronic labour shortage for some sectors, for others it could be very dangerous.
Some kiwifruit orchard managers across the region were already using this approach to fill much-needed positions in the industry hard hit by Covid-19 border closures.
But I don't see this type of hiring having a place in the majority of our employment world.
Yes, the first in, first served approach speeds up the recruitment time and it could remove bias from the hiring process.
But wouldn't an employer be kicking themselves if the best person for the job was third in line and the first, much-less experienced candidate, got the job instead?
What if they are simply not the right person for the job?
It also isn't that much of a time-saving exercise when time lost in recruiting the first person who walks in the door has also gained 10 times more in having to put extra effort into training them.
And sometimes, you just can't teach an old dog new tricks.
Extra training equals more time and money spent.
Now, while I do believe in giving people second chances, I am not fully convinced turning a blind eye to people's criminal history is the right idea either.
Businesses need good processes and security protocols in place when it comes to managing stock and payment transactions.
Employers also have a big responsibility for the safety of their employees, customers and the public.
An employer could be potentially putting the business, the people it employs and its customers in danger without knowing it.
Businesses need the right people with the right skills to fill roles and they need a process to be able to properly assess that.
Plus, what if the person you have hired turns out to be a poor performer, or simply not the right fit for the job? It can be very tricky to dismiss people who turn out to be a bad choice so, in my opinion, it's risky business.
Imagine if a person with absolutely no medical experience was hired to perform your surgery? No thanks.
I say CVs, background checks and thorough interviews are still the best way to ensure the best person is hired for the job.
