Month: January 2016

Time To Get Serious About Hiring.

BigBen

This week THE WALL STREET JOURNAL ran a piece in the Personal Journal section titled “The Six-Month Job Interview – The Hiring Game: Surviving The Job-Interview Marathon”

The article described, in detail, the long, drawn-out process that some employers put prospective candidates through before they are hired.  From this recruiters point of view, some of it certainly makes sense but, much of it is just plain poor business practice. In the marketing communications space where we work, the reality is that the demand for top-tier talent far outstrips the supply – it’s a buyer’s market!

On more than one occasion this year, after being thoroughly vetted by us, PCS delivered a really top candidate to the client for an initial interview.  The interview goes well, there is a promise of a second round of interviews with, perhaps multiple participants, and then the whole process drags on for days, weeks and, sometimes, months.  Perhaps scheduling multiple interviewers is difficult, maybe the daily demands of the company require immediate attention or, heaven help us, the hiring manager and the HR manager have a different opinion on the urgency of filling the position.

But, the end result is always the same: the candidate gets frustrated and tired of waiting, has other suitors who act quickly and accepts another job.  As a result of feet dragging our client loses out on a potential valuable employee.  We go back to square one. And, the former future star possibly has a less than favorable opinion of “Glacially Slow, Inc.”.

Most of the companies we deal with say, “our people are our most valuable asset”.  You would never know it from their hiring approach.

How Do I Know I’m Working With The Right Recruiter?

Innovation

As a candidate I’ve worked with some very talented recruiters. I’ve also had conversations with recruiters who were clearly only working for themselves. From a candidate’s perspective here are five questions you should ask yourself.

1. Is the initial conversation with the recruiter focused on you, your career goals and needs or, is the recruiter hard selling the job he/she is trying to fill?
2. Does the job presented by the recruiter fit your personal and career goals? Does it fulfill your immediate and long-term needs?
3. Can the recruiter provide meaningful insights into his or her client company’s business model, culture, leadership, and competitive advantage (verses he/she lazily directing you to the client’s website suggesting you “check ‘em out and let me know what you think”)?
4. Has the recruiter set realistic expectations with you about the steps in the hiring process and timing?
5. Are you receiving regular communications regarding your status in the hiring process? And, timely replies to your inquiries?

If your answers are “yes” you’re working with someone with a genuine interest in furthering your career. Congratulations!