Replies to This Discussion

Permalink Reply by Deepa on November 28, 2012 at 3:59pm

do some candidates not keep their word? If you want to say "no", say "no", don't say yes and then bail!

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Permalink Reply by Tiffany Branch on November 29, 2012 at 4:51pm

I feel your pain. You neighborhood grocery store cashier is NOT qualified for my Sr. Accountant role.

Amy Ala said:

...do employees think they know more about recruiting and what's good for this or that position than the recruiter does? No, I won't be interviewing your spouse/neighbor/cousin/bank teller/garbage man/ex-spouse/roommate/paper boy for role he or she couldn't be ANY LESS QUALIFIED FOR. I love you, referring employee, but I want to smack you repeatedly about the head with the employee referral program. Stay away from my desk.

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Permalink Reply by Tiffany Branch on November 29, 2012 at 4:56pm

Becauase there are a myriad of things that pop up behind the scenes that can slow down the process. Until those things are worked out, you can't proceed.

Raphael Fang said:

...do clients take too long in the hiring process?

.

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Permalink Reply by Bill Schultz on November 29, 2012 at 11:59pm

Can you give some examples, Tiffany?

Tiffany Branch said:

Becauase there are a myriad of things that pop up behind the scenes that can slow down the process. Until those things are worked out, you can't proceed.

Raphael Fang said:

...do clients take too long in the hiring process?

.

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Permalink Reply by Tiffany Branch on November 30, 2012 at 9:56am

1. Issues with salary and internal equilty that has to get resolved before you can move forward with the process or an offer.

2. Managers who end up travelling.

3. What they thought they wanted when the position was initially approved and posted changes, which may affect the quals or salary range, now the position has to be re-approved and going through that process takes time.

4. An internal pops up out of the blue and they are somewhat qualified so we have to put them through the process.

5.An employee relations issue pops up that has an impact on the role and that has to be managed.

6. Job was approved to pay between 60-65K, however the qualified candidate pool is at 80-90k. Now you have battle with compensation to re-evaluate the job (about a week) then get approval from the Director to pay more money, but it isn't what they budgeted so they have to go through a VP/SVP to get approval to raise the budget for the job,

7. Manager is sitting on candidates and not responding because it's not their priority until they have a meeting with their boss and then they blame HR for "not providing them candidates" eventhough they have 5-10 resumes sitting in their inbox.

8.Manager has already identified who they want to hire (through a referral or network) doesn't tell HR, waiting for their "friend" to resign before they let HR know that they "have someone" all the while, we were interviewing folks who we thought had a shot.

9. Let's not forget the manager who said they had an approved position, you interview, come to find out the position was never approved, now you have to go through the approval process, post internally for at least 7 business days, before you can reconnect with your external candidates.

10. Vacation/Holidays/Travel

11. Sr leadership knows there is about to be a re-org, but can't tell management, VP of the dept knows, so they keep pushing back on interviewing, and won't give the green light to move forward with a candidate because they don't know how the restructure will affect their group. Again, they can't communicate any of this, oh and neither can Sr leadership in HR, if they even know about it, so we continue to source and interview not knowing the job may never be filled.

12. A manager gets approval for a hire, we go throught the process, hiring manager is now on the chopping block but of course they don't know. Eventually hiring manager is let go, know the scope of the position we had approved to hire changes.

Bill Schultz said:

Can you give some examples, Tiffany?

Tiffany Branch said:

Becauase there are a myriad of things that pop up behind the scenes that can slow down the process. Until those things are worked out, you can't proceed.

Raphael Fang said:

...do clients take too long in the hiring process?

.

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Permalink Reply by Amy Ala Miller on November 30, 2012 at 11:59am

...do candidates that you are ALREADY TALKING TO think it's a good idea to call a VP or senior leader in the company, neglect to mention that you're in conversations with a recruiter, and ask if they can help facilitate an interview with my hiring manager?

I was going to set up that interview, but now I'm pissed at you because emails are flying about this supposedly great candidate that someone went to grade school with. I don't mind people working their networks but it would be nice if you could mention THAT I REACHED OUT TO YOU FIRST.

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Permalink Reply by Kerry Skemp on November 30, 2012 at 12:36pm

All valid questions (especially the last--is he also a guru, perchance?). But then again, why did a "recruiter" recently contact me about a C++ coding job when I don't have that skill listed, anywhere, and never have? The unanswerable questions can go both ways...

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Permalink Reply by Raphael Fang on November 30, 2012 at 1:36pm

...do non-spanish speaking people apply for a job that requires someone who speak spanish and tell me  that they will learn the language if they are hired?

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Permalink Reply by Bill Schultz on November 30, 2012 at 2:01pm

LOL, you should brand them AA on their behind,

Amy Ala said:

...do candidates that you are ALREADY TALKING TO think it's a good idea to call a VP or senior leader in the company, neglect to mention that you're in conversations with a recruiter, and ask if they can help facilitate an interview with my hiring manager?

I was going to set up that interview, but now I'm pissed at you because emails are flying about this supposedly great candidate that someone went to grade school with. I don't mind people working their networks but it would be nice if you could mention THAT I REACHED OUT TO YOU FIRST.

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Permalink Reply by Bill Schultz on November 30, 2012 at 2:06pm

Thank you for the thorough response. Tiffany.  I shall rename this "12 reasons I only deal with Startup Companies"

Tiffany Branch said:

1. Issues with salary and internal equilty that has to get resolved before you can move forward with the process or an offer.

2. Managers who end up travelling.

3. What they thought they wanted when the position was initially approved and posted changes, which may affect the quals or salary range, now the position has to be re-approved and going through that process takes time.

4. An internal pops up out of the blue and they are somewhat qualified so we have to put them through the process.

5.An employee relations issue pops up that has an impact on the role and that has to be managed.

6. Job was approved to pay between 60-65K, however the qualified candidate pool is at 80-90k. Now you have battle with compensation to re-evaluate the job (about a week) then get approval from the Director to pay more money, but it isn't what they budgeted so they have to go through a VP/SVP to get approval to raise the budget for the job,

7. Manager is sitting on candidates and not responding because it's not their priority until they have a meeting with their boss and then they blame HR for "not providing them candidates" eventhough they have 5-10 resumes sitting in their inbox.

8.Manager has already identified who they want to hire (through a referral or network) doesn't tell HR, waiting for their "friend" to resign before they let HR know that they "have someone" all the while, we were interviewing folks who we thought had a shot.

9. Let's not forget the manager who said they had an approved position, you interview, come to find out the position was never approved, now you have to go through the approval process, post internally for at least 7 business days, before you can reconnect with your external candidates.

10. Vacation/Holidays/Travel

11. Sr leadership knows there is about to be a re-org, but can't tell management, VP of the dept knows, so they keep pushing back on interviewing, and won't give the green light to move forward with a candidate because they don't know how the restructure will affect their group. Again, they can't communicate any of this, oh and neither can Sr leadership in HR, if they even know about it, so we continue to source and interview not knowing the job may never be filled.

12. A manager gets approval for a hire, we go throught the process, hiring manager is now on the chopping block but of course they don't know. Eventually hiring manager is let go, know the scope of the position we had approved to hire changes.

e too long in the hiring process?

.

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Permalink Reply by Amy Ala Miller on November 30, 2012 at 3:31pm

haha I was thinking of those tags you put on cow and pig ears... but branding (with hot iron) could be fun :)
 
Bill Schultz said:

LOL, you should brand them AA on their behind,

Amy Ala said:

...do candidates that you are ALREADY TALKING TO think it's a good idea to call a VP or senior leader in the company, neglect to mention that you're in conversations with a recruiter, and ask if they can help facilitate an interview with my hiring manager?

I was going to set up that interview, but now I'm pissed at you because emails are flying about this supposedly great candidate that someone went to grade school with. I don't mind people working their networks but it would be nice if you could mention THAT I REACHED OUT TO YOU FIRST.

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