From my discussions with HR people and hiring managers, most feel that recruiting is a pain. The hiring managers know that they need someone, but are frequently too busy actually doing the job to have time to review resumes and sit through interviews. Some of them are really not well-trained in how to interview and most don’t understand how many steps there are before the resume appears on their desk and the interviews get scheduled, nor how it changes things if they have to keep putting off the reviews or the interviews. And therein lies the pain for the HR people who do know what happens if the hiring manager can’t (won’t) take the time to define the job properly, actually sort through the stack of resumes that the HR person has already screened or schedule and show up to the interview.
They both know how important it is to have a well-functioning team and how disruptive it is to be short of the right people. We can even put a number on the cost of not hiring in a timely and efficient manner.
So what can be done? “Start as you mean to go on” is an old British saying. Plan the action and then stick to it. When you promote or hire a new manager, (or an old one needs a new employee) let them know that hiring for his team is part of the job and that there are best practices to be followed, including such things as using template for job postings that includes things like “what 5 things will the successful employee complete by his first performance evaluation” and including those on the actual performance evaluation. (Click here for a template for determining what the job is about) That the manager will make time for discussion with HR about the recruiting process, will make time to review resumes/online Profile/etc. and will make time in a timely manner for interviews. Minutes escape us but hiring the right person for the job needs to be a priority.
Other complaints about recruiting involve people (recruiters or applicants) who did not read the posting and sent resumes that are completely off-target, thus wasting the HR person’s time; the length of time it takes to find the right people even if you retain a recruiter, especially since there are so many people currently out of work; the cost of a third-party recruiter (contingency or retained); the time it takes from the hiring manager’s and HR person’s schedule and the time it takes from the decision to the actual on boarding.
Some of these pains can be solved by acknowledging that “it takes 3 minutes to cook a 3 minute egg” and that “the workman is worth his fee”. But you need to know what you are getting in that purchased egg. Are there parts of the process you would rather do yourself? Parts that you would definitely hire someone else to do?
Candidates want recruiters to “be the job fairy” and instantaneously grant them a job. HR and hiring managers want recruiters to “be the job fairy” and spontaneously (while reading their minds) present them with the right hire. Unfortunately, recruiters are simply human, although we try to augment that humanity with as much of the latest tech support we can get.
What is your particular pet peeve or pain around recruiting?