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Opaque HR Process Hinders Talent

An intransparent HR process not only affects the quality of candidates attracted to a company but can also have longer-term implications on the company’s reputation and the engagement and retention of its workforce.

An intransparent Human Resources (HR) process can hinder finding the right people in several ways:

  • Lack of Trust: If candidates feel that the hiring process is not transparent, they may question the integrity of the company and its values, leading them to withdraw from consideration or decline offers.
    Trust is foundational in any relationship, including the one between an employer and potential employee. When a hiring process lacks transparency, candidates might feel the organization is hiding something or being unfair. This perceived lack of honesty can cause them to doubt the company’s intentions and question the overall company culture.
  • Poor Communication: Intransparent processes often lead to poor communication, which can result in candidates feeling uninformed about their application status, the role’s expectations, or the company’s mission and values.
    Transparent processes are typically well-communicated. In contrast, when details about the hiring process, role expectations, or company values are not communicated clearly, candidates can feel lost or undervalued. Misunderstandings can arise, leading to missed opportunities on both sides.
  • Inconsistent Evaluations: Without clear criteria and guidelines, evaluations of candidates can become inconsistent, leading to potential hires being overlooked or the wrong candidates being prioritized.
    Without clear and transparent criteria, different interviewers might prioritize different aspects of a candidate’s profile. This inconsistency can lead to overlooking suitable candidates or selecting individuals who might not be the best fit.
  • Reduced Diversity: An unclear hiring process may inadvertently favor certain groups over others, thereby reducing the potential for diversity in the workforce.
    An opaque hiring process can inadvertently introduce biases. Without clarity, interviewers might unconsciously favor candidates similar to themselves, or make judgments based on irrelevant criteria, reducing the chances of hiring a diverse range of candidates.
  • Longer Hiring Times: A lack of transparency can lengthen the hiring process as confusion or miscommunication might require additional steps or reviews.
    Confusion and misunderstandings, which often arise from a lack of transparency, can lead to repeated communications or additional interviews, elongating the hiring process. This extended timeline might cause the company to lose out on top candidates to faster-moving competitors.
  • Missed Talent: Top talents, who often have multiple job offers, might opt for companies with clearer and more transparent hiring processes, believing it reflects better organizational management.
    High-caliber candidates are often in demand and have choices. If they feel unsure about a company’s hiring process, they might prioritize other opportunities that come with clearer expectations and more transparency.
  • Damaged Reputation: Word of mouth travels fast, especially in professional networks. Candidates can share their negative experiences, which can deter others from applying in the future.
    In the age of platforms like Glassdoor, negative candidate experiences can be shared widely. An unclear hiring process can lead to bad reviews, which can deter future candidates and damage the company’s employer brand.
  • Inefficient Feedback: Without a transparent process, rejected candidates may not receive feedback, preventing them from understanding the decision and potentially reapplying in the future when they might be a better fit.
    Feedback is a valuable tool for growth. When a hiring process lacks transparency, rejected candidates might not receive the constructive feedback they need to improve, diminishing their chances of success in future applications.
  • Legal Risks: A lack of transparency can open up the company to potential legal risks, especially if candidates feel they were treated unfairly or discriminatorily.
    If a hiring process is not transparent, it can be hard to prove that decisions were made fairly and without discrimination. This ambiguity can expose companies to potential lawsuits from candidates who feel they were treated unfairly.
  • Reduced Engagement: Employees brought on board through intransparent processes might start their new roles with reservations or distrust, leading to lower engagement and possibly higher turnover.
    New hires who felt the hiring process was unclear or unfair may start their roles with reservations. This initial negative experience can set the tone for their tenure, possibly leading to decreased job satisfaction, lower performance, and higher turnover.

How to avoid Discrimination in the recruiting process

In essence, transparency in HR processes is crucial, not only for a positive candidate experience but also for the organization’s long-term success, reputation, and growth.
Discrimination in the hiring process is a major concern, both ethically and legally. Discrimination occurs when an employer treats a job applicant unfavorably because of the applicant’s race, skin color, national origin, gender, disability, religion, age, or other protected characteristics. Let’s delve deeper into the implications, types, and prevention of hiring discrimination:

Types of Discrimination in Hiring are:

  • Race, Color, and National Origin Discrimination: Favoring or disfavoring someone because of their racial background or where they come from.
  • Sex & Gender Discrimination: Unfair treatment based on someone’s gender, including pregnancy discrimination.
  • Age Discrimination: Typically occurs when an applicant is over 40 and is treated less favorably because of their age.
  • Religious Discrimination: Not accommodating a person’s religious beliefs or practices in the hiring process.
  • Disability Discrimination: Not hiring or not making reasonable accommodations for someone with a disability.
  • Sexual Orientation & Gender Identity Discrimination: Unfair treatment based on someone’s real or perceived sexual orientation or gender identity.
  • Genetic Information Discrimination: Making decisions based on information about an individual’s genetic tests or the genetic tests of their family members.


  • Legal Consequences: Many countries have strict laws against employment discrimination. Violating these laws can lead to legal penalties, including fines and litigation.
  • Reputational Damage: Discriminatory hiring practices can damage a company’s reputation, making it harder to attract quality talent and customers.
  • Decreased Diversity: Discrimination leads to less diverse workplaces, which can reduce creativity, adaptability, and competitiveness.
  • Lower Employee Morale: Discriminatory practices can demotivate existing employees, leading to reduced productivity and higher turnover.


  • Training: Regularly train HR and hiring managers on anti-discrimination laws and practices.
  • Blind Recruitment: Remove names, ages, and other potential identifiers from applications to reduce unconscious bias.
  • Structured Interviews: Use a standard set of questions for all applicants to ensure fairness.
  • Diverse Hiring Panels: Including diverse members in the interview panel can reduce individual biases.
  • Clear Job Descriptions: Clearly state the qualifications and requirements for the role, ensuring they are based only on job-related factors.
  • Third-Party Oversight: Use third parties to review hiring practices and identify potential biases or discriminatory practices.
  • Feedback Mechanisms: Allow candidates to give feedback on the hiring process, and be open to making necessary adjustments.

It’s essential for employers to be aware of potential biases, actively combat discriminatory practices, and promote a fair and equitable hiring process. Not only is this ethically the right thing to do, but it also helps companies tap into a broader talent pool and foster a more inclusive and productive work environment.

External service providers in the recruiting process?

Including external parties in the hiring process can offer several benefits and drawbacks. The decision to incorporate them should be based on the specific needs and circumstances of the organization. Here’s a look at the pros and cons:


  • Expertise: External parties, like recruitment agencies, often specialize in hiring and have expertise in specific industries or roles. They can provide insights and access to a pool of qualified candidates that the company might not be aware of.
  • Time-Saving: External hiring specialists can manage many time-consuming aspects of recruitment, such as initial screenings, background checks, and first-round interviews.
  • Broader Reach: External agencies might have a wider network of potential candidates, including those who aren’t actively looking for a new job but could be interested if the right opportunity arises.
  • Reduced Bias: Having an external perspective can help reduce internal biases in the hiring process, leading to more objective and fair candidate assessments.
  • Flexible Resourcing: For companies with fluctuating hiring needs, using external parties can be more cost-effective than maintaining a large in-house recruitment team.
  • Specialized Tools: Many external recruiters have access to specialized tools, software, and platforms that can aid in efficiently identifying and vetting candidates.


  • Cost: Engaging external parties can be expensive. Companies typically pay a fee, which can be a significant percentage of the hired candidate’s first-year salary.
  • Cultural Mismatch: External recruiters might not have a deep understanding of the company’s culture, leading to potential mismatches between candidates and company values.
  • Loss of Control: By outsourcing parts of the recruitment process, the company might feel they have less control over the quality and approach of candidate selection.
  • Potential Conflicts: If the external agency is working with multiple clients in the same industry, there might be conflicts of interest or concerns about confidentiality.
  • Generic Processes: External parties might use a one-size-fits-all approach, which might not always align with a company’s specific needs or values.
  • Communication Gaps: Relying on an intermediary can sometimes result in miscommunication or delayed communication between the company and potential candidates.

Whether or not to include external parties in the hiring process depends on the company’s specific needs, budget, and the role they are hiring for. For hard-to-fill roles or specialized industries, external expertise can be invaluable. However, for roles closely tied to company culture or when budget constraints are a concern, in-house recruitment might be more appropriate. It’s also worth noting that a hybrid approach, utilizing both internal resources and external expertise, can sometimes offer the best of both worlds.

Importance of Up-To-Date questionnaire:

Using e.g. a 25-year-old questionnaire in a hiring process can introduce several risks, although the magnitude of these risks depends on the specific context and the nature of the job. Here are some potential concerns:

  • Relevance: The competencies, skills, and attributes deemed essential 25 years ago might not align with the current needs of a position. Job requirements, technologies, and industry landscapes evolve over time.
  • Cultural and Societal Changes: Society and workplace cultures have shifted over the past two decades. Questions that were acceptable or common 25 years ago might now be considered inappropriate, insensitive, or even discriminatory.
  • Legal Implications: Employment laws and regulations have evolved. The old questionnaire might inadvertently include questions that violate current employment laws, potentially exposing the company to legal action.
  • Technological Changes: Many roles now require familiarity with technology that didn’t exist or was in its infancy 25 years ago. An outdated questionnaire might not adequately assess competency in current essential technologies.
  • Bias Concerns: The awareness and understanding of implicit biases have grown significantly in recent years. An older questionnaire might not be designed with current best practices in mind to mitigate unconscious bias.
  • Efficiency and Length: The questionnaire might be too long or cumbersome based on old standards. Modern hiring practices often emphasize efficiency and candidate experience, so a long and outdated questionnaire could deter potential applicants.
  • Missed Opportunities: By relying on an outdated tool, you might miss out on assessing qualities or skills that are vital in today’s work environment, such as adaptability to rapid change, digital literacy, or cultural awareness.

While the risks can be significant, it’s important to evaluate the content of the questionnaire itself. If the questions remain relevant and in line with current best practices, it might still be useful. However, it’s generally advisable to regularly review and update hiring tools to ensure they remain effective and compliant with current norms, laws, and needs. If you want to redesign your hiring process and make sure that it is unbiased, contact us.

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Georg Tichy

Georg Tichy

Georg Tichy is a management consultant in Europe, focusing on top-management consultancy, projectmanagement, corporate reporting and fundingsupport. Dr. Georg Tichy is also trainer, lecturer at university and advisor on current economic issues. Contact me or Book a MeetingView Author posts