An interesting discussion started last night at a holiday party I attended. The issue was that the current recruiting climate may be missing golden opportunities to source top talent for today’s companies.
Some off the cuff remarks and questions by some really competent attendees were:
•Are senior “hiring” managers now delegating much more of the candidate sourcing to HR because of resume overload? In a sea of qualified candidates, has much of the sourcing behavior slipped to just finding the likable perfect “fit” instead of the top talent that is now available across the country?
•Is it that hiring managers assume the current job market brings them the best HR screened talent to choose from when, in fact, they are allegedly seeing worse and worse candidates?
•Could it be HR departments rarely get past the proper protocol of posting inside first, then, interviewing friends of current employees. Are they not motivated and only rarely looking outside for readily available top talent to upgrade the company’s personnel?
•Does HR sub out further to a recruiter who may be motivated by the commission and screens out top talent presenting only "Fits"? Is the Hiring manager only presented the "best of the rest, fits?' Are the recruiters motivated to close the deal quickly by having candidates that will be liked by all for a yes vote?
•Is HR buoying up inside applicants to higher positions they are not qualified for? Might this be one of the greatest squandering of opportunities for companies now coming out of their “downsizing” correction? Is it just too easy to go through the motions and gain acceptance with the appearance of a “good Fit”?
On my drive home, these discussions got me thinking about the pent up talent that must be available out there right now. It occurred to me sourcing the best talent could be even harder than ever due to the “noise” and overwhelming influx of job applicants CVs and phone calls coming to HR departments. Is the HR department overwhelmed and fatigued which may cause a hiring mistake? Has the best candidate even been called to be screened or are they eliminated by the recruiter "gatekeeper" with selfserving motives?
Perhaps the best are drowned out by the sheer volume of activity. How many resumes get caught in spam filters, a large pile, or never get opened because the in house email system is not compatible and will not open a PDF file or a Word 2007 docx? Should we take responsibility to find the cream of the crop, or is it on the job seeker to push in the door and get noticed? What is best hiring attitude for the company’s future growth and excellence?
My conclusion is the goal is always to get the best talent out there to grow the company for the shareholders and long term security of keeping the company competitive. Bureaucracy, low morale, friendly favors, public votes, etc. still does not excuse me or any other hiring manager for taking the easy way out. We all need to work harder and find the best talent that will bring the company to the next level.
Shame on all of us all if we don’t find the best and brightest with all the qualified folks available on today’s job market.
JMHO
Some off the cuff remarks and questions by some really competent attendees were:
•Are senior “hiring” managers now delegating much more of the candidate sourcing to HR because of resume overload? In a sea of qualified candidates, has much of the sourcing behavior slipped to just finding the likable perfect “fit” instead of the top talent that is now available across the country?
•Is it that hiring managers assume the current job market brings them the best HR screened talent to choose from when, in fact, they are allegedly seeing worse and worse candidates?
•Could it be HR departments rarely get past the proper protocol of posting inside first, then, interviewing friends of current employees. Are they not motivated and only rarely looking outside for readily available top talent to upgrade the company’s personnel?
•Does HR sub out further to a recruiter who may be motivated by the commission and screens out top talent presenting only "Fits"? Is the Hiring manager only presented the "best of the rest, fits?' Are the recruiters motivated to close the deal quickly by having candidates that will be liked by all for a yes vote?
•Is HR buoying up inside applicants to higher positions they are not qualified for? Might this be one of the greatest squandering of opportunities for companies now coming out of their “downsizing” correction? Is it just too easy to go through the motions and gain acceptance with the appearance of a “good Fit”?
On my drive home, these discussions got me thinking about the pent up talent that must be available out there right now. It occurred to me sourcing the best talent could be even harder than ever due to the “noise” and overwhelming influx of job applicants CVs and phone calls coming to HR departments. Is the HR department overwhelmed and fatigued which may cause a hiring mistake? Has the best candidate even been called to be screened or are they eliminated by the recruiter "gatekeeper" with selfserving motives?
Perhaps the best are drowned out by the sheer volume of activity. How many resumes get caught in spam filters, a large pile, or never get opened because the in house email system is not compatible and will not open a PDF file or a Word 2007 docx? Should we take responsibility to find the cream of the crop, or is it on the job seeker to push in the door and get noticed? What is best hiring attitude for the company’s future growth and excellence?
My conclusion is the goal is always to get the best talent out there to grow the company for the shareholders and long term security of keeping the company competitive. Bureaucracy, low morale, friendly favors, public votes, etc. still does not excuse me or any other hiring manager for taking the easy way out. We all need to work harder and find the best talent that will bring the company to the next level.
Shame on all of us all if we don’t find the best and brightest with all the qualified folks available on today’s job market.
JMHO
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