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5 Recruitment Lessons From the US Election


Like Brexit, the US presidential election result was another upset for the polls at the end of an increasingly negative campaign on both sides. As the world waits to see what’s next, we draw out the lessons HR can learn from this eventful time:-

No hire is better than the wrong hire : The immediate impact of the election result was threefold. The Canadian immigration website crashed, Indeed reported a tenfold rise in Americans looking for Canadian jobs and Google searches on ‘how to move to Canada’increased by 350%. If your hiring process is failing to attract the type of talent your business needs, go back to basics, analyse your recruitment data, your employer brand and your candidate experience. Don’t risk the wrong hire because your choices are limited, the repercussions for your business might be greater than you think.

Broaden your candidate base : Candidates for the US election are traditionally drawn from a talent pool requiring vast amounts of wealth or financial backing to stay the course in a long campaign. The president elect may not have held political office before but his significant wealth enabled him to mount a successful campaign. If you continue to recruit from the same talent pool based on a limited criteria, eventually your options will narrow. For example, job applicants in the banking sector are often filtered according to the secondary school they attended and their family’s wealth. Incorporating screening through anonymised CVs to reduce bias expands your candidate base and gives you more flexibility in your final selection.