"I've found there are good and bad on both sides. Strong internal recruitment depts have metrics that the recruiters are held to (time to fill, cost per hire, hiring mgr satisfaction, etc.) I do take exception to the following:
"We should be using linkedin for it's original purpose....networking. I too will use it to search potential candidates, however, I havbe more success when I use it to netowrk myself to the "right" candidate. Like all recruiting tools,…"
"I feel the same way Amy. It's not fast enough for me. Now if you are a finalist, I may review or send to the hiring manager for review, but not so much as part of the screening process.
Certain things just can't be replaced. I contracted…"
"Spot on. I'm dealing with age issues these days. HM's can't seem to get through their thick skulls that disqualifying a candidate because of AGE is discrimination. No matter how many seminars, one on one's, etc., some of them…"
thank you VERY much for going to bat for us seasoned Corporate recruiters, who work really hard at going after and keep relationships with passive candidates. I am not a job board screener, I am a recruiter after all!
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