I have always said that
recruiting is like putting together a jig saw puzzle – there are a great many
pieces which seem to fit, but only one is perfect. It takes time and patience as well as a
very good eye to find the right match for the company’s culture.
Clients hire us only after
they have conducted their own search and networking and are not satisfied with
the people they have met. This process
for them can often take weeks or even months.
And then they call us and tell us they need someone within days. We are always
getting jobs which have been open for a long time and then we are given
impossible deadlines. Last week, a human
resources person asked us to find someone and have him or her report for work
in about sixteen days; and they would prefer someone who is currently
working. When we explained that even if
we immediately found someone, sixteen days would be unrealistic because the
company could not get them in for all their interviews in two days (reference
checking alone could take two or three days).
And even if the company made a job offer within a week, it would then be
at two to three weeks before someone could start work because they would also
have to give notice to their current employer.
Every recruiter, even those
on retainer, has received assignments like this (about three months ago, we
were paid a retainer to identify candidates to interview within two weeks).
What every recruiter knows,
no matter how big their data base, each assignment is different, and it can
take several days just to sort through and evaluate candidates who are already
in our files, even before calling them to determine their interest. Ironically, we can often come up with a
candidate’s ideal job, but the timing may be wrong for them. Perhaps they just started a new job, they may
be working on a critical project and be unable to interview or a thousand other
reasons.
And if there is no one in
our files, then we have to conduct a search, which may take days or weeks or
even months to identify, locate, interview and introduce appropriate people for
the job. A candidate who was unable to
talk in January may suddenly be available in March or, if the client was slow
to act, the candidate available in January may no longer be interested or available in
March. Often, because of changes in assignments
or new experiences, candidates who might not have been appropriate a year prior
may be perfect now. All this takes time
to sort out.
And of course none of this has to do with companies which give us very difficult job specs.
And of course none of this has to do with companies which give us very difficult job specs.
And more often than not, we
succeed, especially when our clients partner with us and we work together;
clients can be very helpful in the process, especially when they tell us who
they have seen and why they were rejected.
This
kind of partnership gives us invaluable insights and understanding of their
specs. Even the best of us are not magicians unless we have help (ever notice that all magicians have assistants?).
Somehow, good recruiters
are often able to pull rabbits out of a hat and find the perfect person for a
job.
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