I was so busy making calls this week that I missed this article
Having been around recruiting since 1985 (I probably should stop giving indications to how old I am because of the Butterfly Effect
but I suppose I'll never learn - or care about the ramifications), I've seen the Good, the Bad, and the Ugly (no hyperlink would do justice to each so use your own examples).
With the global financial situation looking like a cesspool of greed, irrational exuberance, and sheer stupidity, we've all been pulled closer to this natatorium of negativity: Corporate recruiting is now taking place as frequently as the appearance of comets and calls placed by agencies are going directly into voicemail or even worse, are met with discussion revolving around if you happen to hear of recruiting opportunities elsewhere
So many in recruiting are in such desperate straits that those once commanding one buck large or more per hour are perfectly happy accepting any dollar amount; agency draws have dwindled while many houses are cutting staff. One friend here in NYC has said enough with recruiting; she's interviewing to become and HR generalist.
You know it's bad when recruiters want to become generalists.
Back to the missing of technical fouls - you have read the link
, haven't you?
Sometimes you have to do what's right and not what's financially expedient. When agencies cut staff because jobs aren't coming in, the response nearly 100% of the time is for the remaining staff to make the same calls to the same people they've been calling every week. Sit behind the desk, pick up the phone and word harder
. Work harder? No, work more scared.
Keep people on staff, let them take their draw - or a percentage of it - but for now spend 2-3 days out of the office meeting people. Don't interview people for a job title; speak to them about their careers, their function, their industry. Show the corporate recruiters the better people you know even if no opening exists; build the relationship and not necessarily the bankaccount.
Corporate recruiters - same thing. Fight the urge to leave recruiting, fight the urge to let calls go to voicemail, fight the urge to not say something about the difficulty in starting a cold engine
to your head of HR or CFO when they talk about hibernating recruiting efforts. Educate them about real workforce planning which is ongoing; take back succession planning and inculcate it with the same creativity used in recruiting (social media and succession planning - think about it).
We're of no use if we let them take away the power that we have when building or re-building a company or servicing a client.
Don't do what's expected of you - miss the free throw.