Has Mayer lost her marbles?

Marissa Mayer’s appointment as Yahoo’s latest CEO has fascinated me from the get go. Maybe it was the company’s failure over the last few years to hold on to a leader (Mayer is the company’s fifth CEO in five years) or the fact that she jumped ship from Google.

Either way, I’ve been keeping close tabs on her first few months as the captain of a struggling ship, lapping up every article or comment on her leadership attributes.

In her defence, I think she’s been doing a super job. Not only has she got Yahoo back in the limelight, but she has streamlined its organisation to run more effectively in an ever-increasing competitive market.

But the latest development to pop up on my news feed is probably one of the most interesting – and relevant one yet.

Business Insider is claiming Mayer vets every resume that comes through Yahoo’s purple doors to make sure the next hire is up to her standards. The same article reports Yahoo has 15,000 employees and is on a constant hunt for new people.

I’m a journalist so I am rubbish at math, but let’s break down the numbers. A couple of articles (here and here) suggest recruiters spend 10 seconds or less reading a resume. So, let’s assume Mayer spends 10 seconds on a resume, give or take, and perhaps an hour a day on this task (I’m sure she has other Yahoo-y things to do, like give each employee a smart phone).

That brings it’s down to six articles a minute and 360 resumes an hour. For one, that does not sound like an easy task and secondly, how time effective is that?

Yes, bringing in the right people is mission critical to the success of any organisation, regardless of how big or small. But sources Business Insider spoke to said it was a process that is costing Yahoo good candidates because let’s face it, not everyone is going to stick around waiting when the job economy is still not as its peak (especially in the States).

There is no shortage of literature on the importance of screening talent from the moment they walk in for an interview. Companies are constantly falling over themselves trying to grab on to talent who have that extra edge.

However, in an organisation as big as Yahoo, one would think Mayer has a team capable enough to screen and weed out the best possible candidate available.

As much as I like Mayer’s no holds barred approach, I can’t help but wonder if she’s micro-managing a tad too much. Do you think Mayer should let go of the reins and allow talent to stream in as the organisation – and not just the leader – sees fit? Or do you agree that the CEO should have a strong input in who’s in and who’s out?

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