Let me preface this with I have written a few blogs on here about why I both love and hate recruiting, as well as some good advice that has been on LinkedIn before. However, I had a bad couple of orders recently, more than likely due to the time of year, and just need to vent. I literally look like the guy pictured above right now.
Wow, I get frustrated sometimes. It isn't with my candidates as much, my office, or my bosses....it is with my clients. Yes, I said it. Some clients just don't care to understand, or trust that I am an expert on hiring processes. I think it is hilarious when a hiring manager tells me, in high-level IT, that there are MORE candidates out there. Really? Point me in the direction where there is a Sr. Microsoft Dynamics CRM Architect store and I will go pick some quality people off the shelf to bring to you. I think that they are still stuck in 2009/10...when there were lots of people on the market.
I mean, don't get me wrong...I get paid to find these people. However, if you expect, as a hiring manager, to see 5+ candidates, then get nit picky on the resumes, then find a reason NOT to hire the person, then expect to pay a 15% fee or LESS...you are sadly ill-informed, horribly detached from reality, and have absolutely no idea what you are doing to your reputation as a hiring manager. Recruiters do talk, and they also tend to lose interest when a picky hiring manager comes into the picture.
"They passed on Mark? Why? He had all the skills necessary for the job, was in the rate, and is available...What was the feedback?" "They said they don't think he is a cultural fit." "How is he not a cultural fit?" "Well, they didn't say. They just want to see more candidates."
What do you think goes through the mind of the recruiter when this conversation happens? Honestly, would you come back and say that out of the 20 orders you have, this one is the one you will still dedicate a lot of time to? I wouldn't...in fact, I would mark this as a B job order because there obviously is a lack of urgency, bad feedback, and it just smells like they are fishing for resumes. There is no point in continuing down this path from a recruiting perspective. Which order can close this week? Not this one, so let's focus on the others that can. Hiring manager, this is exactly what goes through the recruiter's mind...not, "Well, I have 5-6 more people, let's just send those." It takes so much time just find the 1 that you are looking for.
Now, this is mainly focused at direct hire recruiting, not contract. If a client is picky like that with contractors, forget it. They will never find someone...and I think they know that. Hiring managers need to truly understand why their position is open, and then why they reached out to the agency(ies) they did, and what they really need.
If there are hiring managers reading this, let me tell you one thing...when I tell you there are only 2-3 candidates in the entire state of GA (where I work) that can do your job (such as the Sr. Microsoft Dynamics CRM Architect), then I suggest you listen, because to get those people, you are going to have to be creative, appealing, and most of all willing to make concessions. That is your candidate pool...2-3 people (there are more Dynamics CRM Architects out there, especially in Atlanta, but the problem is limitations: must have a college degree...no relocation available...$100,000 base is the MAX...they have to be from the industry...they can't have a hoppy resume...). If you find someone, it will be a miracle. A freaking miracle.
Let me hear those thoughts, ‘cause I know someone on this site will disagree with me. The thing I will ask though is, has this every happened to you, and if so, did you just say "Oh well, let's just find someone else. Rats." I doubt it.