The Human Cost of Efficient Recruiting
We’ve been measuring the wrong things in recruiting for decades. While we obsess over time-to-fill metrics and application volumes, we’re missing something far more valuable: human connection.
Think about the last time you applied for a job. Did you feel like a person, or just another resume in the stack? Chances are, it was the latter. And that’s the problem.
Modern recruiting has become like speed dating with a spreadsheet. We’re so focused on tracking numbers and hitting metrics that we’ve forgotten we’re dealing with actual humans – people with hopes, fears, and dreams who are making one of the most important decisions of their lives.
Here’s what we know for sure: every interaction with a candidate shapes not just your employer brand, but the future of your company. That person you ghosted after three interviews? They might have been your next great hire. Or worse, they might tell ten other great candidates about their experience.
The trauma of poor recruiting practices runs deep. I’ve talked to countless people who still remember, years later, the company that left them hanging, or the offer that was rescinded at the last minute. These aren’t just inconveniences – they’re emotional wounds that affect how people view work and trust employers.
But here’s the thing: fixing this doesn’t require a complete system overhaul. It starts with something simpler: treating recruitment as relationship-building rather than transaction-processing.
What does this look like in practice?
- Regular check-ins that go beyond “we’re still reviewing applications”
- Authentic conversations instead of scripted interviews
- Clear, honest communication – even when the news isn’t good
- Processes designed around human needs, not just efficiency metrics
The best companies are already shifting away from what I call “trash metrics” like time-to-fill. Instead, they’re focusing on the quality of candidate interactions, the clarity of their communication, and the long-term impact of their recruiting practices.
Yes, you still need systems. Yes, you still need to move efficiently. But efficiency without humanity is just organized neglect.
The next time you’re tempted to ghost a candidate or rush through an interview process to hit your metrics, remember: you’re not just processing applications – you’re shaping someone’s life experience. And that’s a metric worth measuring.