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Business, Technology, Internet and network concept. Young business man chooses the virtual screen: HR

<figure id="figure-f4r3qzxfjnlqeus46w"><img id="f4r3qzxfjnlqeus46w" src="https://cdn.durable.co/blocks/24pNROCXUO6jxgELMZBj7VgVUQLpK0RcCKkfpmmZWcDLog7abOzYozOEezgqJRVD.png" alt="Presently, when one peruses job advertisements, they are inundated with an abundance of misleading information. Their requirements often consist of trivial intellectual exercises. " class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="Intellectual Exercise." data-positionx="null" data-positiony="null" data-mce-src="https://cdn.durable.co/blocks/24pNROCXUO6jxgELMZBj7VgVUQLpK0RcCKkfpmmZWcDLog7abOzYozOEezgqJRVD.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"><figcaption class="body-normal text-gray-500 mt-2">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Intellectual Exercise.</figcaption></figure> In contemporary times, the concept of "it's difficult to find a competent employee (talent)" has become a prevalent topic of discussion among recruiters and employers. It is often heard that individuals were putting in twice the effort, refraining from excessive complaints, working longer hours, not requiring constant supervision, and ensuring the completion of tasks. This notion reminded me of a thought-provoking film titled <a href="https://en.wikipedia.org/wiki/The_Menu_(2022_film)" data-mce-href="https://en.wikipedia.org/wiki/The_Menu_(2022_film)">The Menu</a>, wherein one of the characters criticizes the chef's menu as being purely an intellectual exercise, devoid of quality and enjoyment. It is indeed a remarkable piece of work, and I highly recommend watching it if you haven't already. Presently, when one peruses job advertisements, they are inundated with an abundance of misleading information. Every company claims to be among the best places to work according to the Fortune 500, yet they struggle to attract top-notch talent. Their requirements often consist of trivial intellectual exercises. Recently, I came across the requirements for a server position, and I was astounded by their convoluted and nonsensical nature. How is it possible that in the past, when a simple sign saying "Waiters wanted" was displayed in a restaurant window, the employees were more reliable and skilled compared to the present situation? As I delved deeper into this matter, I realized that the root of the problem lies with the directors rather than the employees. The hiring process itself is excessively complex and frustrating, and this is where the issue originates. To illustrate, let us consider the actual job posting and the requirements for a waiter position: - Mandatory certifications for alcohol service and food handling - Demonstrated leadership skills - Proficiency in Microsoft Word and Excel - Ability to multitask effectively - Flexibility in stooping and bending - Excellent communication, time management, and organizational abilities - Capability to work in extreme weather conditions for extended periods - Comprehensive knowledge of all music, promotional, or special events within the establishment, and so on.The selection of individuals for positions often involves appointing those who have not yet held such roles. The rationale behind this decision remains unclear. Is it because these individuals excel in the application process, fulfill all the necessary criteria, or is it primarily due to their connections rather than their qualifications? Regrettably, the personal touch and mindset seem to be diminishing in importance. The hiring personnel often possess a lesser understanding of the job compared to the individuals being interviewed. Within the context of an automotive dealership, the turnover rate for employees stands at approximately 40%. This statistic is undeniably astonishing and perplexing. Allow me to convey an unpleasant truth: if your organization struggles to attract talented individuals, the fault lies not with the absence of suitable candidates in the market, but rather with your own practices.The individuals you have appointed require greater vision, mentorship, imagination, and courage. They are so preoccupied with safeguarding their positions that they hesitate to recruit top-tier talent, even when it is readily available. The question arises: why? Their lack of vision stems from their limited exposure beyond their current roles. They require more imagination due to the constraints and authority they possess. With such deficiencies, it becomes challenging to identify and attract the right talent. Consider the case of a single mother raising two teenage girls. Despite lacking certain superficial requirements, she is unable to secure a job as a server due to factors such as age, physical appearance, or inability to meet specific criteria. However, her life experiences and understanding far surpass those of the supervisors combined. She has learned to care for and support two individuals around the clock, maintain a positive demeanor during challenging circumstances, and provide encouragement even when her own world is crumbling. This is precisely the type of individual one would desire in a job, with her radiant smile asking, "Can I help get you anything else, dear?"

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