The only reason I ever designed a hiring pipeline is because I was asked to be one of the people in the interview pool. Me (and others in the pool) decided we were doing a bad job and started iterating on the problem (much like we would for software). Management was thrilled with both the initiative and the results.
That was years ago and working on hiring pipelines has become something I just do. I've never had an employer push back or make that hard. Quite the opposite, they are usually happy to have help.
Try fixing the problem in your current job and see. You might be surprised.
I have never been hired by any employer that uses a hiring process that would reject me as an applicant. There's a bias embedded in there, I think--one that may also occur in other people.
I also encounter the problems endemic in the hiring process far more often at other companies than I do in my own. The reason why I start interviewing elsewhere is often because my current company has stopped hiring (or started firing). I have occasionally tried giving those other companies feedback, but the response has always been, without a single exception, "We know what we're doing; don't tell me how to do my job."
I have neither lever nor fulcrum for this problem. My frustration is not without reasonable cause.
> It makes me sad that I will probably never see a single one of your suggestions implemented by any potential employer that might want to hire me
I was implying that you could see this at your current/next employer by implementing it there. If you fix it there before the time comes to move on you personally may not reap the benefit but someone else might and the lessons learned by you and your colleagues get spread further out. If nothing else, you learn how to maneuver hiring pipelines quite well by designing them.
> The people creating the interview protocols do not solve their problems like software professionals.
As soon as you are asked to become part of the hiring pipeline whether it be resume sorting, phone screening or interviewing, you become one of the people creating the interview protocols. You can apply whatever tools in your arsenal to fixing it. I have found using standard software development methodologies to be very compelling and useful in this context.
> The reason why I start interviewing elsewhere is often because my current company has stopped hiring (or started firing).
This is a problem that is more worrisome than involving yourself or not in designing hiring pipelines. It implies a reactive approach to your career, and that is likely to lead to suboptimal results, and can be actively detrimental to your job prospects in bad job markets. I would look to the root cause of that behavior and see if it lends any insights.
The only reason I ever designed a hiring pipeline is because I was asked to be one of the people in the interview pool. Me (and others in the pool) decided we were doing a bad job and started iterating on the problem (much like we would for software). Management was thrilled with both the initiative and the results.
That was years ago and working on hiring pipelines has become something I just do. I've never had an employer push back or make that hard. Quite the opposite, they are usually happy to have help.
Try fixing the problem in your current job and see. You might be surprised.