Have you ever been talking to a recruiter only to realize that they actually don\u2019t know how a technical reporting relationship works? Or what the difference is between finance and accounting?<\/p>\n
Recruiters can be insulated as all hell. Sometimes it\u2019s the recruiter\u2019s fault. Other times it\u2019s the hiring manager\u2019s fault (i.e., look in the mirror). Either way, this staggering around half blind & bumping into candidates is bad for business. In fact, it\u2019s bad for the reputation of recruitment as a whole.<\/p>\n
Are you working with a clueless recruiter? Or are you inadvertently making your recruiter look clueless? Here are some signs that you\u2019re either working with\u2014or causing\u2014stupidity.<\/p>\n
It\u2019s almost unbelievable how many recruiters go through the same ho-hum recipe for each role they need to fill regardless of the skills needed or level of the position. Last we checked, recruitment wasn\u2019t baking (and you even need to vary baking by humidity and temperature). Your recruiter should match creative roles with creative hiring techniques, use technical platforms for technical roles, and make sure the process matches your company culture. Each role type requires a different approach, and a non-clueless recruiter will know this.<\/p>\n
Is your recruiter just swingin\u2019 from the hip when it \u2018feels right\u2019? Psychometric test here, reference check there, group interview for this one. Is there any<\/em> reason why they\u2019re choosing to use those techniques for this particular role? Maybe it used to be okay for a recruiter to just go with what they thought was best, but that doesn\u2019t cut it anymore. There are statistics out there that will tell you which methods actually work. Make sure your recruiter uses the methods that work for your company, and if they don\u2019t know what will work, make sure they know (and use) the research.<\/p>\n It\u2019s so great that they\u2019re just so full steam ahead that they \u2018barely have time to breathe let alone check out what your competitors are doing\u2019.\u00a0 It\u2019s so great because in no time at all you\u2019ll lose candidate after candidate as the competitors your recruiter was happily ignoring steam past you with a competitive advantage they didn\u2019t see coming. What methods are your competitors using? What are they offering their clients? Why would someone stay with you or switch over? Your recruiter needs to know these things.<\/p>\n Does your recruiter let the latest trends overtake their common sense? Being aware of the latest thinking is totally different from jumping in feet first and becoming a walking radio advertisement for \u2018Google\u2019s Analytical Approach\u2019. Well, that was last month \u2013 this month is \u2018Online psychoanalytic testing\u2019 and probably next month they\u2019ll be all about \u2018NLP Interviewing Techniques\u2019. Do you have whiplash yet? There\u2019s never One Amazing All Round Bonanza Solution. Getting all hyped up over the latest fad is a sign that your recruiter cares more about the trends than about your company.<\/p>\n Okay, maybe I\u2019m crazy but if you\u2019re a hiring manager, don\u2019t you want to know whether your recruiter is worth all the money you\u2019re paying them? How do you do this? Keep metrics. You don\u2019t have to go all big data on this. At the very least, track the time until position fill, quality of skills, longevity, and culture fit of each candidate against each recruiter over a period of time.<\/p>\n Typical chicken before the egg problem; you\u2019re too busy to check resumes, schedule interviews or take a proper look at the job description. You know what happens when you don\u2019t do these things? You get busier. Because the person you hired sucks (assuming you can hire at all). And you were \u2018too busy\u2019 to notice it in the probationary or trial. So now you have to hire someone else, clean up after them, or moan about how expensive it will be to get rid of them.<\/p>\n Hiring people into your department or business is the most crucial thing you will ever do for the success of your organization.\u00a0 You are never too busy to make sure it\u2019s right.<\/p>\n \u2026because they could bore someone to death. I know writing a position description is a lot like filling out online profiles; it\u2019s painful having to describe your own company or team in a way that quality candidates will actually be attracted to the idea of working there. You know what happens when you spend a couple of extra hours crafting an interesting position description? High quality candidates may actually be attracted to the idea of working at your company. Who knew?<\/p>\n Automated resume ranking, pre-screening questions, and a host of other \u2018intelligent\u2019 methods are built into many an ATS and have made recruiters lazy while distancing humans from the very human hiring process. While in some cases they\u2019re necessary, it\u2019s clear a lot of recruiters are using the systems to cut down on workload rather than boost quality of results. Use an ATS when it will actually help you get to the best candidate; not when it will help you get home to watch the latest Game of Thrones episode (although that\u2019s almost <\/em>a decent excuse. Hodor.).<\/p>\n * * *<\/p>\n If your recruiter seems clueless, take a moment before you fire them and go find another one to make sure you\u2019re not causing it. Once you determine that you\u2019re definitely not the cause, dump the clueless recruiter and find one who will help get you the top candidates you need.<\/p>\n","protected":false},"excerpt":{"rendered":" Are you working with a clueless recruiter? Or are you inadvertently making your recruiter look clueless? Here are some signs that you\u2019re either working with\u2014or causing\u2014stupidity.<\/p>\n","protected":false},"author":13,"featured_media":8968,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[23],"tags":[],"yoast_head":"\n3. They Ignore the Competition<\/h3>\n
4. They LOOOOOOVE the \u201cLatest Fad\u201d<\/h3>\n
\u00a04 Signs You\u2019re Making Your Recruiter Clueless<\/h2>\n
1. You Don\u2019t Track Quality<\/h3>\n
2. You\u2019re Too Busy<\/h3>\n
3. Your Position Descriptions Are Lethal Weapons\u2026<\/h3>\n
4. You Insist on an Applicant Tracking System (ATS) when It Doesn\u2019t Make Sense<\/h3>\n