Recruiting Isn’t Broken. Your Process Is…
I’m going to say this once (or maybe a couple of times), with love: recruiting isn’t broken. Your process is. Recruiters often get a bad rep during the recruiting process. We get the reputation of wasting the candidates’ time, unclear job descriptions/duties, limited follow through, and the list goes on. But let’s be real; it’s not the recruiter. It’s the hiring manager.
The Job Description is Giving…Situationship.
You don’t know what it is but you’re still trying to commit to it anyway. Often times, before a role is posted, hiring managers work in partnership with the recruiter to share what they are looking for when it comes to the role they want to post (at least they should). This is the moment for both the recruiter and the hiring manager to get on the same page on the “must haves” vs. the “nice to haves”.
But here are where things get a little blurred. Too often, the job description reads more like a wishlist than a roadmap. During this stage, the recruiter mentions this to the hiring manager, but we are met with a fake sense of urgency or “let’s just see what happens” mentality.
Can’t you tell we’re already off to a great start…SIKE!
(The) SHIFT HAPPENS!
Yup…you read that right. SHIFT HAPPENS! Thanks to constant “urgency” from the hiring managers, the ideal candidate becomes a moving target; shifting with every new piece of (delayed) feedback, budget discussions, or internal debates. As recruiters start sharing resumes, the goalposts move. Sometimes it’s the candidate’s feedback about salary. Other times it’s limited flexibility, unclear role responsibilities, or location restrictions. Either way, the cracks start to show.
There is a lot of back and forth with the hiring managers, which isn’t bad. But their feedback is often delayed, vague, or not aligned with the candidate’s actual strengths. And if we’re being honest, most companies aren’t exactly rushing to offer non-monetary perks either. This constant shifting makes it difficult to keep the candidate engaged and even harder to keep the recruiter sane!
When to Hit Pause (Yes, Even as a Recruiter)
Now this is where each recruiter differs. But I can only speak for myself…if I do not have clarity and or the expectations of the role seem outlandish, I will not recruit. I have open, honest conversations with hiring managers that place the ownership where it belongs; on them. One of my go to phrases? “Please share feedback that I can actually use”. Because “I didn’t vibe with the candidate” doesn’t help me go to market.
So here’s my advice to companies: allow your recruiters to do their job. Don’t just give them a seat at the table, but listen when they speak. Treat your recruiters as strategic partners. Leverage their understanding of the talent market while you (hiring manager) bring the industry expertise. Collaborate with them to identify what truly matters in a candidate.
The process works best when your recruiter isn’t just an order taker, but a co-pilot!
You can’t Ghost Candidates and Expect Great PR
The best thing that you can do as a recruiter is be transparent and communicate at every stage. Yes that means telling them when it is not going to work out as well. Of course we interact with so many candidates and it’s impossible to respond to each one. But my rule of thumb is: if you are a potential candidate or have interviewed with the company, I’ll always follow up even if it’s a quick email or call. Recruiters, remember that although you may be working for a company, your personal brand is attached and it should precede you, even after you leave the company. I find that keeping candidates in the loop, provides a pool for you to dip into should a similar opportunity become available.
You’re Not Hiring Roles. You’re Building Systems…
As a consultant of 10+ years who focused on process improvement, I always prioritize efficiency. Does the current process make sense? What are the gaps? How can we close the gaps while prioritizing the candidate experience? The Dezonie Collective, was built with broken systems in mind. We help organizations get aligned before the search, with efficient, standardized processes that actually work.
So the next time you’re working with a recruiter, whether you’re the applicant or the hiring manager, pause and ask yourself,
If you’re the candidate:
Am I being clear about what I want in my next role beyond title and pay?
Have I communicated where I am in my job search and what I need in terms of timing and transparency?
Am I willing to walk away from the opportunity if it does not align with my expectations?
If you’re the hiring manager:
Is the job description an accurate reflection of the role or is just a wish list?
Do you have alignment on what success looks like in this role? What are transferable skills that can be relevant?
Are you actually ready to go to market (regardless of the “urgency”) or are you still trying to build the plane while flying?
Your recruiting isn’t broken.
But your process?
