Why Recruiters Exist (and what to do about it)
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Why Recruiters Exist (and what to do about it)
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Re: Why Recruiters Exist (and what to do about it)
#2My takeaways:
(disclaimer: I work two floors up from these guys)
- Employees gravitate toward the best jobs available to them. Be honest with yourself about your employees' prospects and desires. While you may temporarily benefit from an information asymmetry such as an underpaid employee whose skills exceed her resume or a work environment that is worse than it appears at first glance, things will sort themselves out in the end.
- Corollary to the above: Employees and jobs grow at different rates, so things will inevitably drift from an initial good match to a mismatch. If your employee manages to outgrow her job, it actually reflects well on your environment. Ideally you'll be able to move her into a position matching her improved capabilities, but it's okay if she winds up looking elsewhere for her next step.
- Networking is an all-the-time thing, not just an on-demand thing. Anyone leading a successful group probably already understands this instinctively but it helps to be reminded.
Re: Why Recruiters Exist (and what to do about it)
#3One part in the article really caught my attention:
Recruiting and hiring isn’t considered a core activity
Re: Why Recruiters Exist (and what to do about it)
#4Recruiting and hiring isn’t considered a core activity
Previously maybe. The trend towards acquiring internal recruitment teams is growing dramatically. Despite not actively looking for work, I've had four job offers for internal recruitment roles in the last 6-8 months.
Remember that oftentimes by the time an employee comes to tell you he’s leaving it’s too late to retain him.
I have to disagree. It's difficult to convince an employee to stay when they inform you they want to leave and quite often it's not worthwhile as their motivation to leave will resurface again in a few months but it can and has been done successfully if you know how to go about it and actually listen and understand your employees needs.
Re: Why Recruiters Exist (and what to do about it)
#5To anyone who gets harassed by clueless recruiters with doubtful job fillings, I have a much better idea than answering with angry or rude responses.
Simply send them a stock email that tells them that you have had bad experiences with other recruiters and that to filter out the serious job offers from the shots in the dark, ask for 500$ before continuing any conversation.
Do not remove yourself from the market, simply price yourself too highly for them to bother. And asking for money up front sure shuts them up fast. You still maintain "good relations", stay polite, and, in the worst case, you get 500$ to send them your C.V.
Re: Why Recruiters Exist (and what to do about it)
#6Recruiting and hiring isn’t considered a core activity Previously maybe. The trend towards acquiring internal recruitment teams is growing dramatically. Despite not actively looking for work, I've had four job offers for internal recruitment roles in the last 6-8 months. Remember that oftentimes by the time an employee comes to tell you he’s leaving it’s too late to retain him. I have to disagree. It's difficult to c…
The rise of internal recruiting teams is definitely promising. We work with a lot of companies that are smaller and/or growing at a slower rate and therefore can't justify a full time equivalent for recruiting. They're hiring maybe three or four people a year. For those kinds of orgs I think "making it a core activity" is just as important, and perhaps more difficult because they can't justify full time help.
Good on you if you've figured out the formula for retaining employees that are potentially on their way out the door. I'll stand by my statement that it doesn't happen often. I'd love to read a blog post about how to do it successfully! :)
Re: Why Recruiters Exist (and what to do about it)
#7To anyone who gets harassed by clueless recruiters with doubtful job fillings, I have a much better idea than answering with angry or rude responses. Simply send them a stock email that tells them that you have had bad experiences with other recruiters and that to filter out the serious job offers from the shots in the dark, ask for 500$ before continuing any conversation. Do not remove yourself from the market, simp…
You will never, ever get a single recruiter pay $500 to see your CV.
If you really want to reduce the amount of recruiter spam then I suggest you change your linkedin privacy settings and if you have a personal site, make it crystal clear you aren't interested in hearing from recruiters. Any recruiter who continues to contact you after that has done one of two things:
1. Ignored the message on your site
or
2. Found your old details on their internal database.
There's not much you can do about the first one but the second one is easily fixed. Simply ask them to remove your details and send you confirmation of the fact. They are legally required to do so if requested.
Re: Why Recruiters Exist (and what to do about it)
#8Recruiting and hiring isn’t considered a core activity Previously maybe. The trend towards acquiring internal recruitment teams is growing dramatically. Despite not actively looking for work, I've had four job offers for internal recruitment roles in the last 6-8 months. Remember that oftentimes by the time an employee comes to tell you he’s leaving it’s too late to retain him. I have to disagree. It's difficult to c…
Steve, I read all over the place that employees who take counter-offers are usually gone within the year anyway. Is this because the employees talked themselves to into staying in an unhealthy situation or because the employers are simply keeping them around long enough to replace them with someone without the demonstrated propensity to shop around? I've never actually been in this situation so I'm curious what insight you can share.
Thanks!
Re: Why Recruiters Exist (and what to do about it)
#9One part in the article really caught my attention: Recruiting and hiring isn’t considered a core activity I think that once your company grows beyond a certain size, it must become so. We hired a full time in-house recruiter around 100 people and it has had enormous benefit.
It should become a core activity but in many cases even when a company hires a recruiter they are really hiring a 'seat filler' rather than a recruiter (btw, I have no idea about stevek's company; this is a generalization).
By 'seat filler' I mean someone who is simply there to find a body at the cheapest price they can get away with. More often than not it is to fill a quota or fight attrition rather than find someone worthy.
Re: Why Recruiters Exist (and what to do about it)
#10Recruiting and hiring isn’t considered a core activity Previously maybe. The trend towards acquiring internal recruitment teams is growing dramatically. Despite not actively looking for work, I've had four job offers for internal recruitment roles in the last 6-8 months. Remember that oftentimes by the time an employee comes to tell you he’s leaving it’s too late to retain him. I have to disagree. It's difficult to c…
The rise of internal recruiting teams is definitely promising. We work with a lot of companies that are smaller and/or growing at a slower rate and therefore can't justify a full time equivalent for recruiting. They're hiring maybe three or four people a year. For those kinds of orgs I think "making it a core activity" is just as important, and perhaps more difficult because they can't justify full time help. Good on…
I'd love to read a blog post about how to do it successfully!
I've been looking for inspiration for my next blog post and now I've got it!
You might be interested in my own musings on the recruitment industry: http://hackerjobs.co.uk/blog/2012/6/15/all-that-is-wrong-wit...