Why Does Everyone Think They Can Recruit Better?

William shares a recent discussion with the hiring manager about the true role of the recruiter.
+1

I looked up to see my clearly disturbed star Recruiter standing in the doorway of my office. I asked him what the matter was. An emotional recount of a situation revealed that he had, for the fourth time in as many weeks, been yelled at and had his very competence publicly questioned by two hiring managers from the same team. In one instance, he had been admonished for suggesting that forwarding all 100+ applicants for a position was not an efficient way to partner. In another instance, he had been sternly admonished by the other hiring manager for not forwarding an applicant that did not meet the minimum qualifications for the role. The role called for specific medical coding certification and terminology. The applicant had no certifications, no formal education beyond high school, and 3 months as a census taker. On this day, during another exchange, the recruiter was yelled at for pushing back on one of the hiring managers insisting that a job be posted just long enough for an internal applicant who just happened to be on FMLA to apply before taking it down. This encounter ended with the hiring manager yelling at the Recruiter, “I’m sick of having to do your job for you.”

Can someone tell me WHY IN THE WORLD DOES EVERYONE THINK THEY CAN RECRUIT BETTER THAN THE RECRUITER?

I couldn’t take it anymore. I called the most recently offending hiring manager, and it was on! At the crescendo of the verbal scuffle, I said to the hiring manager, “it is no more acceptable for you to mandate how my Recruiter perform his job than it would be for him to tell you to change your therapeutic approach to a patient.” Not only did the hiring manager look at me as if he had never thought of it that way before, but he also said it out loud. Right before I could have sworn, I heard a celestial choir sing out. And so, began a more reasonable discussion about the role of a Recruiter.

Determining the relationship between Recruiter and Hiring Manager

  • The Recruiter’s role has long since shifted from being an order taker for the hiring manager to presenting information as an Advisor and Consultant. They are not there to serve the hiring manager but to collaborate and partner with the hiring manager. Both are working toward the same goal It’s OK for the Recruiter to advise “you don’t need these 100 things in a candidate; you only need these five things.”
  • Communication is key. Some hiring managers will insist on circumventing the system or talking about a position every day—even when a less frequent cadence is necessary. It’s for the Recruiter to understand and drive how much and what type of communication is needed. Try committing to windows of time for reviewing resumes and conducting interviews, and follow-up with the hiring managers. Neither the Recruiters nor the hiring manager should ever leave each other guessing or wondering what each other is up to. Don’t leave room for the imagination to create the story.
  • Own your profession, unapologetically, especially if you are a Recruiter. Recruiting is not a job it’s a profession that requires skill, strategic agility, and a level of technical expertise which – contrary to popular belief – is not intrinsic for everyone.

[It’s not just about the candidate, how’s your hiring manager experience?]

In conclusion. A mutual respect for one’s professional expertise is at the root of any good organizational partnership. No one should be made to feel subjugated in any given partnership by way of their profession; particularly the partner in the end-to-end process of acquiring top talent for your organization.

⬇ We're Talking About it ⬇

Talent Community Forums Why in the world do people think they can recruit better than a recruiter?

  • Why in the world do people think they can recruit better than a recruiter?

     Curtis Dorsey updated 1 month ago 3 Members · 3 Posts
  • Apprentice

    William Wiggins

    Member
    May 10, 2021 at 5:39 am

    That’s not a hypothetical question! I wrote this post based on a recent experience but it’s not the first time I’ve had this happen. Wondering how others have established strong partnerships between their recruiters and hiring managers…

    +2
  • Chris Hoyt

    Member
    May 12, 2021 at 11:42 am

    @william-wiggins I have to say that this isn’t a new challenge but it is one that certainly persists! In just the last few weeks I’ve had conversations with leaders on BOTH sides of the equation. A leader who wasn’t getting what they needed from a recruiting team who just went around them completely to fill a role, and a recruiting manager who was dealing with a very hostile manager who was being uncooperative in every step of the process.

    There’s something to be said for setting expectations and clear and strong communication throughout the process. I enjoyed what you outlined here in the article, thank you.

    https://cxr.works/why-does-everyone-think-they-can-recruit-better/

    Why Does Everyone Think They Can Recruit Better?

    +3
  • Curtis Dorsey

    Member
    May 12, 2021 at 12:58 pm

    Well stated William.. I love the connection you drew for the supervisor relating to the fact that “it is no more acceptable for (them) to mandate how (the) Recruiter perform his job than it would be for him to tell (the supervisor) to change (their) therapeutic approach to a patient.”. I agree that communication is the key, and at times its necessary to reset the relationship and level of professional courtesy/respect that can at times be eroded when recruiters are viewed as order takers. Thanks for sharing.

    +3

Log in to reply.

Original Post
0 of 0 posts June 2018
Now
Share on facebook
Facebook
Share on twitter
Twitter
Share on linkedin
LinkedIn
Share on reddit
Reddit
Share on email
Email
William Wiggins

William Wiggins

William has held consulting and strategic HR roles at Mercer Human Resources Consulting, Kaiser Permanente, and Williams-Sonoma. He is an industry leader when it comes to building strong collaborative HR partnerships and leadership teams that focus on staff engagement, retention, career development, and staff recognition programs. William’s training curriculum includes Crucial Conversations, Emotional Intelligence in the Workplace, and EEOC 101.
Share on facebook
Share on twitter
Share on linkedin
Share on reddit
Share on email

More Recruiting Headlines

Recent Discussions

Upcoming Events

Latest Recruiting Resources

Files: Reframing Perspectives

This spring we had guest lecturer, Karim Benammar from Lecture.nl, lead an interactive discussion on reframing our perspectives. In our time together, Karim helped us

Dell Technologies GTA Executive Dashboard

Dell Technology annual reporting overview of open and hire trends, key insights and indicators, and various talent acquisition metrics in table/dashboard format. Agency spend, media...

See Something You Like?

Click on the thumb's up button to tell our writers you want more like this!

(It’s the little like button at the top of a headline.)

THUMB's UP!