Only a human being would be able to assess whether candidates are capable, personality-wise, of sharing and disseminating that institutional knowledge to help other newer and younger workers.

The most successful people are those who are wildly enthusiastic about their work.

Sure, some employers are are afraid of letting older workers go because they think they're going to get sued. And they probably will get sued. But the reality is, you could get sued at any time by any kind of worker. I think its incumbent on an employer, if they want to be smart, to figure out what is the benefit of keeping this employee or letting them go. Do the calculation and just go ahead and either keep them or let them go based on what's good for the business.

When you're not recruiting effectively you're not recruiting properly through a certain channel, like a job board, then what's left of you? I don't believe HR's been able to figure that out. They need to go back to the way they used to do it. They complained that they got so many millions of applicants, they couldn't possibly spend the amount of human time on all those applicants. But they could solve the problem tomorrow if they stopped soliciting millions of applicants through job boards.

I think stupidity in business is really an interesting thing. What winds up happening is a disconnect between your company's strategic management and then your more applied on-the-street management. I guarantee with you that the board of directors of most companies has no idea what the costs of hiring people really is in the HR department.

An online job search seems cheaper. But what HR is doing is turning away valuable candidates. They're experiencing false negatives. That means the right person applies for the job electronically but the algorithm kicks them out so they lose that individual.

On a strategic level, employers really are behaving stupidly. Look at how they do recruiting: this automated process under which they will publish a job description chock full of so-called "key words", and then have software algorithms that attempt to match applicants to the resumes against those key words. So where in the key word collection do we capture institutional knowledge? No one advertises for that. Of course they don't.