Archive for January, 2012
I recently conducted a training session at a healthcare organization where I asked both the recruiters and the hiring managers questions as if I were a candidate considering their organization. I asked them questions about future plans for the organization, immediate position objectives, and competitive advanatages of their products/services. It was amazing to watch them squirm in their seats while they struggled to find meaningful answers to what I consider basic, necessary, questions!
We often talk about how to better screen candidates, but how thoroughly do we consider how candidates might screen us? This notion lead Workforce Management to compile a list of 200 Questions Job Candidates May Ask Your Company – here are some of my top picks. Candidates may never ask them. You may never outright answer them. But are your recruiters prepared to handle them? It could mean the difference between winning or losing the best candidates for your company.
It’s hard to believe that 2011 has already come and gone and 2012 was ushered in just a few days ago. 2011 proved to be an interesting year - the economy seemed to remain on a roller coaster ride, large corporations went bankrupt, banks went out of business, and at the same time open requisitions seems to increase every month.
In speaking with hiring executives and candidates over the past few months, it became painfully obvious that many recruiters really fell short of expectations in 2011. Whether it was because of work load, lack of resources, lack of technology, or a host of other real issues, the fact remains that confidence in recruiters continues to decrease while their effect on the entire recruiting process continues to increase. Read More→
As I travel the globe talking to recruiters, I am amazed at the huge disconnect between them and their hiring managers. It doesn’t really matter how experienced or junior the recruiter is – many complain about their hiring managers and the hiring managers complain about them! Its interesting to compare our self evaluation
as recruiters with the evaluation that comes from our hiring managers. More than 60% of the recruiters I have spoken with that rank themselves as “great” recruiters were ranked as “poor” by the managers they support!
- My manager does not understand what I do.
- My manager never knows what he/she wants.
- My manager does not communicate with me – I need to track him/her down.
- My manager only wants me to email them resumes. Read More→