Hiring Manager Profiles and Why Recruiters Dread Working in Corporate America

It’s Friday. You got a date planned with your soul mate. Reservations were made in advance. Then Tom over in Accounting, a total Dork with a capital D, asks for an activity Report on all the candidates in the last six months.


Cindy in the PMO Group created half dozen flow charts on the Recruiting process. She is so impressed with her flowcharts she is convinced that this is the process that all Recruiters should follow. Problem. The flow chart includes weekly meal plans too.


Barry is an angry gay man. No one from Recruiting has volunteered at the Gay Corporate Olympics. You’re single, and straight, but your boss sends you to the kick off party. The media does a full coverage press on it. Congratulations, you made the front page Newspaper!


Marvin is old as hell. His clothes smell like a musty basement. He wants an intern and has been asking for one all year. He doesn’t want to pay a dime and expects students to work for free all year long 40 hours per week. “Just git me sumone.” He always says.


Jackie is a VP and she is African American. She is always preaching about diversity. Her team was very diverse when she started. Not anymore. The only Caucasian person left is the angry gay man Barry (see above).


Hans has a Ph.D. He is a technical manager. He is absent minded as the Nutty Professor. He never accepts the meeting requests for interviews and when he does he always misses them. Of course he blames Recruiting and quality of candidates in the end.


These are very common profiles of Corporate America and what Recruiters constantly have to deal with. I would like to hear your stories. Please share them with us.

Via Michael Glenn (Glennlist)

Views: 22

Comment by Michael Glenn on October 22, 2009 at 1:20pm
Here is another one:

Shelly is a Software Development Manager. She has never coded but did a great job of managing projects. She is now over a team of developers that have written a lot of bad code. She planned that her team could finish the project in 2 months. It's been a year. She scrambles to find new developers as her existing ones leave the project. The bad coders don't want to hire someone that is better than they are because they would lose an opportunity for a lead role so everyone is shot down in the tech interviews. Shelly finally pulls the trigger on a junior developer. The cycle never ends.

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