I recently read that one of the challenges faced by a majority of Recruiters these days is that they are juggling too many REQs.
Not surprisingly, they cite another major challenge as having to work with “difficult Hiring Managers” (decision-makers).
Perhaps these two common complaints are linked more than we realize. I would suggest that the one circumstance causes the other.
First, I’m all for high-activity and making sure that you develop a skills set that allows you to manage several searches at the same time. The best Recruiters can handle more than one search. However, overextending yourself and juggling too many REQs is simply asking for trouble and it will have an adverse effect on your effectiveness as a Recruiter.
Instead of being a Recruiting Specialist (a Peak Performer; an expert) that companies turn to when they’re in a crunch, you’ll inadvertently position yourself as an order-taker. Who wants to work with order-takers to fill strategic positions within their organization?
The natural result is that, in time, you’ll simply begin to send any old candidate and hope that their Resume “sticks” and makes an impression with your client. Why? Because you don’t have the time and energy to do your job the right way, the way it was meant to be done.
Is this effective recruiting?
Second, calling the Hiring Manager ”difficult” simply says to me that you recognize that the decision-makers you work with are unhappy because you haven’t lived up to their expectations.
They partnered with you because they thought you were different. Instead, you’ve contributed to the negative stereotype that accompanies our industry and you’ve let them down.
“But Jeff, they keep hounding me for candidates and asking me for more, more, more! If I don’t send them candidates on their terms, their timetable, they’ll think I’m not doing my job or that I’m not good at it! What am I supposed to do? It’s a no-win situation.”
Nonsense! Did you notice I wrote that you work WITH your Hiring Manager and not FOR them? This is an important distinction and once you let this become your mindset you’ll become a better Recruiter.
For instance, if you work FOR a Hiring Manger you’re simply at their beckon call. Everything will need to be on their terms all the time. That is truly a no-win situation.
A Recruiter who works FOR a Hiring Manager is definitely just an order-taker and they will never distinguish themselves as being more valuable than any other Tom, Dick or Harry.
However, an interesting thing happens when you work WITH a Hiring Manager. Together, you’ll form a partnership where there’s some actual give-and-take. You trust that they’re the expert in their line of work and they trust that you’re the expert in yours. When conflicts present themselves you deal with them together and neither points the finger.
To put it in terms that we can understand, consider the common complaint issued above by a Recruiter. If that person was truly working WITH the Hiring Manager they would be able to approach that person and share with them - - bluntly and boldly - - the wisdom of their experience in this industry
“I understand that this is a critical need and that every day that this strategic position goes unfilled is another day of opportunity lost for your company. However, I must stress that the costs of a bad hire are much more expensive. You hired me to do a job because you thought I was different, that I offered more value, and that’s what I’m going to do. It may take a little longer than we both expected, but in the end we’ll both look back and see that it was completely worth the wait.”
How true indeed! Is this effective recruiting? Absolutely!
Believe me, the employers you work with are rooting for you to succeed. They have just as much at stake as you do. They may not understand all of the unique challenges you face because you rarely educate them on such things.
How differently would your relationship to your Hiring Managers be if they knew the daily challenges you face in trying to identify, attract and secure top talent for their organization? I’m willing to bet they would cut you more slack and give you more room to do your job.
Alternately, you need to make sure that you’re constantly engaged with them providing them with updates on the status of your search - - yes, even the negative reports to say that a strong candidate dropped out of the process today.
Commit to these pursuits and you’ll be better off for it.