Not seeing good candidates? Blame your recruiter(s)

A client of ours recently complained that she was not interviewing any good candidates for some opening marketing positions within her emarketing group.  When we investigated her company’s hiring process, we found that a lot of very qualified candidates were not making it through the HR process.  HR can be the biggest barrier to finding great candidates so hiring managers need to work very closely with recruiters to ensure that people THEY want are making it through the hiring process.

A company we have been working with recently had an opening for a product manager and proceeded to go through the process of filling out job requests along with position descriptions through HR.  The first person they interviewed was a “home run” and the hiring manager proceeded to make the candidate an offer.  That started a major issue with HR who said that she “had to see more people”.  She replied, as a VP, that the current candidate had too much great experience to “let her get away”.  When last I checked she was not only heard, but promoted after 8 months on the job.

People Management Flow Chart

We sometimes are asked to review candidate resumes for hiring managers to bring forward, what we feel, are outstanding people.  When we turn those resumes over to HR we often encounter a resistance that is much more than people fighting over territory.

A leading pharma company wanted to hire a emarketing person who could “shake up their emarketing group”.  Rather than post the position on LinkedIn I began my search by seeking out the influencers who were either writing about pharma emarketing or who were vocal contributors to some of the LinkedIn groups I follow.  We found four very strong people because we took the initiative rather than just posting a target and waiting for people to throw resume darts.

Now don’t get me wrong, there are some very good and talented recruiters out there, but they are a very rare commodity. Most are simply too overworked to really go out and find good people and are rated on the number of positions they fill with a body.  This is a serious concern for your company and its shareholders.

As a hiring manager, you should look at as many resumes as you can including resumes that may have been rejected by HR. Of course candidates with sloppy resumes should be rejected, but can a resume really communicate a person’s strong desire to excel in a job?

HR people are overworked, but too many HR VP’s have not transitioned their departments into the present work environment.  Posting jobs on LinkedIn and waiting for responses is not a best practice.   Today you need to seek out good people where THEY are and engage them.  Anything less is going to hurt your company.

 

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