The Tricky Conversations Recruiters Have With Managers

Often, managers think they know what they want in a candidate, but the person they want wouldn’t actually want to work at their company.

Carol Schultz and I talk about this conundrum in the 9 1/2-minute video below. We also talk about recruiters being undervalued and underpaid in some companies, and why that’s a penny-smart, pound-foolish plan. Schultz, a speaker at ERE’s conference this fall in Florida, shares her thoughts in the video below.

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5 Comments on “The Tricky Conversations Recruiters Have With Managers

  1. Reading through my email, I saw the latest article/video! It was like ESP as my business partners and I were discussing the very same thing. We’ve heard the same comments when working with Hiring Managers in helping them find talent. My favorite line is “I’ll know it when I see it!” Of course my response is typically “Well what exactly is it you see so if I see I’ll know!” 🙂
    Often times, Hiring Managers come to me frustrated that their internal recruitment has not provided them any assistance in finding talent. Yet, when I get their committment to speaking with them and build that relationship and break down what exactly the person will have to do in the next 12 months to be considered a success….well the conversation usually changes and the Hiring Manager is often more engaged with you and can’t understand why in-house recruitment did not ask the same types of questions. I agree with what Carol said, I think that organizations are not putting any value on in-house recruitment or providing the time and partnership with the Hiring Manager in order to find the right-fit candidate.
    When Hiring Managers take the time neccessary to provide you the information to help you build a road map on potential candidates, Recruiters (regardless on in-house or Agency)will have the best information and direction to seek out those candidates AND Hiring Managers will be much happier with the results. It is then too that you can have the tough conversations on whether this really is a realistic person that would come and work for the Hiring Manager and the organization.
    Great video today! This could be broken down into so many additional sessions when it comes to partnering with Hiring Managers in helping them to develop a profile, interviewing, feedback and ultimately offer!
    Thanks again.

  2. @Shawn: You were obviously getting our wavelength. Thanks for your comments. As it turns out Todd and I are scheduling follow up conversations to this because it’s such a huge topic.

  3. Besides my consulting business, I assist people with their LinkedIn profiles to help them present better to the hiring interviewers. The primary issue I find is that Job Descriptions are usually somewhat vague on the requirements of the job. Some are voluminous with detailed requirements that no one outside of the company would have any idea of the skills needed to qualify. An example is “familiar with company procedures” Are they only wanting to hire from within?

    For a Senior Manager position “BA in an applicable field, 8 years experience” and for a Manager position, “BA in business administration with MBA Preferred 10+ years experience”

    Jobs that are impossible to fill because the requirements contain to many things that the position really does not need. Inflated job requirements are the hardest to fill. Does the hiring manager buy into these requirements or is it the HR department using a generic JD that covers many industries.

    On the other hand, I find JD’s that are so simplified, the question is: What do they really want?

    Just the view from the other side of the fence.

  4. Edward: You are correct when it comes to job descriptions. It seems that there are no effective processes at most companies when it comes to writing them. We have a process we use that doesn’t even look at JDs until we’ve determined how the exec team is aligned and where they are headed. This is merely the jumping off point to then looking at employees and beginning to design JDs so that they make sense.

  5. From my experience as an IT recruiter in Dallas, I definitely agree. Some managers get very lazy with job descriptions and tend to use the same generic descriptions. This makes it difficult for recruiters and candidates to understand what managers are looking for.

    Than Nguyen

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