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Related Experiment Videos

Targeted searches: a double-edged sword.

M M Kennedy

    Physician Executive
    |August 5, 1997
    PubMed
    Summary
    This summary is machine-generated.

    Targeted recruitment strategies, often used for diversity initiatives, present significant risks. These include alienating internal staff and top candidates, deterring search firms, and potentially causing new hires to fail.

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    Area of Science:

    • Organizational Behavior
    • Human Resource Management
    • Talent Acquisition

    Background:

    • Companies frequently employ targeted searches to achieve diversity goals.
    • However, the potential downsides of these strategies are often overlooked.
    • This approach can lead to unintended negative consequences.

    Purpose of the Study:

    • To identify and analyze the often-unconsidered problems associated with targeted recruitment.
    • To highlight the risks for organizations seeking a rapid diversity enhancement.
    • To inform strategic decision-making in the hiring process.

    Main Methods:

    • Qualitative analysis of common issues in targeted hiring practices.
    • Examination of potential impacts on internal employees, external candidates, and recruitment partners.

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  • Review of factors contributing to new hire success or failure in targeted search contexts.

    • Main Results:

    • Internal candidates may leave upon discovering targeted search practices.
    • High-caliber external candidates often dislike and avoid targeted searches.
    • Many executive search firms are reluctant to participate in or refuse targeted searches.
    • Targeted searches can inadvertently create conditions for new hire underperformance or failure.

    Conclusions:

    • Targeted searches, despite intentions, carry substantial risks.
    • Organizations must carefully weigh these potential drawbacks before initiating such searches.
    • A thorough consideration of these issues is crucial for successful future hiring.