With the advent of online recruiting, actual recruiters have often been
cast aside by companies. While they are saving money, there is a huge hidden
cost. Here are five things that are
being lost both for companies and people.
1)
The Quality
of candidates is suffering
The best
candidates often are not online and do not use the online recruiting sites. So,
for the most part, companies only receive the résumés of the people who are
actively looking online. Recruiters
often know the wishes and desires of their best candidates and only send them
when the most appropriate jobs show up.
Although I
have not seen empirical evidence, I will bet turnover has increased.
2)
Mentoring
Over the
years there are dozens, if not hundreds, of candidates I have been able to guide and help. It is one of the joys of recruiting,
especially for a single industry recruiter.
There are people whose careers I have actually managed – both junior
executives and those well into their careers., including presidents and CEO's.
Because
companies have cut back on the use of recruiting, this benefit is unknown to
many young people.
The
corollary to that is that many recruiters have left the business and companies
have lost the counsel of many who knew their companies well.
3)
Long-term
relationships with management have been hindered
Recruiting is a relationship business – both with candidates and
companies.
Good
recruiters know the principals and hiring managers of many of their
clients. Consequently they know who fits
and who will succeed.
Human
resources and the network owned company managers, because they are not allowed
to use recruiters, are often precluded from taking advantage of this valuable
service.
When a
great candidate is spotted for a likely company, it is becoming more and more
difficult to market them to that business.
4)
Working with
résumés
Effective
recruiters can maximize people’s candidacy by interpreting, explaining and
often rewriting (or directing the rewrite) résumés.
5)
Recruiters
know and understand jobs
Working
with recruiters speeds up the recruiting process. They are familiar with companies and hiring
managers and often know the ins and outs of specific jobs so that they can
quickly access appropriate candidates.
Online
listings rarely contain enough information and, as a result, companies may receive
dozens, if not hundreds, of inappropriate résumés which have to be screened and
interviewed. This is time consuming and costly. And it often costs companies exceptional candidates.
Good recruiters are also objective about salaries and are most often able to make deals that are fair to both sides. People don't like to negotiate for themselves, finding it uncomfortable. Recruiters can negotiate appropriate salaries commensurate with the job. This may help lower turnover.
Good recruiters are also objective about salaries and are most often able to make deals that are fair to both sides. People don't like to negotiate for themselves, finding it uncomfortable. Recruiters can negotiate appropriate salaries commensurate with the job. This may help lower turnover.
Plus online recruiting overloads companies with hundreds of resumes. Thereby, increasing time spent going through the resumes, with a good possibility of passing over a strong candidate.
ReplyDeleteAbsolutely.
DeleteIt is also a terrible experience for the candidate. It feels like I'm sending my resume into a black hole and most of the time nothing comes from it. At worst, sending your resume in will hurt you. One time a recruiter reached out about a position, but learned that I had previously uploaded a resume to the agency a few months ago. He couldn't help me because the agency wanted "new" people. And even though I was in the agency's records, they never reached out to me about the position either. I make it a policy to not submit resumes anymore and I just reach out to recruiters in the area to see if they have a contact or are working with the agency.
ReplyDeleteAnon, on March 27 I posted about the problem with key word recruiting. In point of fact, resumes are often screened by the most junior people who are often ignorant of the business. They are told what to look for, but that is, as you suggest, useless.
DeleteBut worse. Some companies, once your resume is in their data base (which is rarely if ever reviewed), simply will not accept it when submitted again for an appropriate job. I have been told many times, "We already have their resume and cannot accept it from you." That is terrible both for the candidate and for the company.
Some excellent points here, Paul.
ReplyDeleteI'd posit that online candidate sourcing isn't even recruiting at all. I headhunter that I know (not in the advertising business) refers to the technique as "dumpster diving": Employers post online ads for jobs that no one really wants to do (otherwise the positions would've been filled via other means), and then desperate job hunters scavenge through the digital trash looking for palatable morsels.
It's no wonder that so many ad agencies are making "bad hires" these days.
Great point. It is not recruiting and it does cost companies good people.
DeleteYou and one other recruiter (since deceased) always gave me the BEST career advice. Helped me determine which agencies I was a good fit for, which agencies not to bother to talk to, and so on. Recruiters are more than paper pushers; they provide solid career advice, an independent ear to discuss job issues with, and will only reach out if they have a position they think is right for you.
ReplyDeleteHuman recruiters are also the ones who give you the best intel before your interview: who you are meeting with, their background, do's and don't's, tips, etc. I even got feedback on what to wear to specific agency interviews. And the ability to debrief after an interview and learn what I'd done right, and more importantly what I'd done wrong, was invaluable.
I miss the counsel of good recruiters, and I agree that agencies are missing great talent, and great talent is missing out on the perfect position.
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