Recruiting Rants - RecruitingBlogs2024-03-29T08:34:34Zhttps://recruitingblogs.com/forum/categories/recruiting-rants/listForCategory?categoryId=502551%3ACategory%3A69971&feed=yes&xn_auth=noRandom Applicationstag:recruitingblogs.com,2023-06-16:502551:Topic:23446282023-06-16T16:31:56.754ZAdrian Lawrence FCAhttps://recruitingblogs.com/profile/AdrianLawrenceFCA
<p>Hi,</p>
<p>I am a founder of FD Capital, we are a London UK based niche recruiter of Finance Directors and CFO's, for some reason which is beyond me, our jobs page gets applications from Fork-Lift Truck drivers, cleaners and manual labourers!.</p>
<p>We only recruit senior Finance Professionals!</p>
<p>My job board is here - <a href="https://www.fdcapital.co.uk/jobs/" rel="noopener" target="_blank">https://www.fdcapital.co.uk/jobs/</a></p>
<p>It would be great if anyone could understand why…</p>
<p>Hi,</p>
<p>I am a founder of FD Capital, we are a London UK based niche recruiter of Finance Directors and CFO's, for some reason which is beyond me, our jobs page gets applications from Fork-Lift Truck drivers, cleaners and manual labourers!.</p>
<p>We only recruit senior Finance Professionals!</p>
<p>My job board is here - <a href="https://www.fdcapital.co.uk/jobs/" target="_blank" rel="noopener">https://www.fdcapital.co.uk/jobs/</a></p>
<p>It would be great if anyone could understand why they apply.</p>
<p>I've rung many up over the years and the say they saw our job advert and applied, but none of our jobs are anything like that at all!</p>
<p>So frustrating!</p>
<p>Thanks</p> Degree or no degree… that is the question.tag:recruitingblogs.com,2017-04-28:502551:Topic:20197592017-04-28T18:45:29.085ZJoseph Brownhttps://recruitingblogs.com/profile/JosephBrown
<p><font face="Calibri" size="3">Recently I had a very interesting conversation with a colleague in the recruiting field about the “requirement” for a candidate to have a Bachelor’s degree at some organizations, and I’m curious what others opinions and experiences are on this matter.</font></p>
<p><font face="Calibri"><font size="3">Before getting too far into this, let me set up a fictional stage… (this is very similar to something that recently happened, although, I‘ve changed the name and…</font></font></p>
<p><font face="Calibri" size="3">Recently I had a very interesting conversation with a colleague in the recruiting field about the “requirement” for a candidate to have a Bachelor’s degree at some organizations, and I’m curious what others opinions and experiences are on this matter.</font></p>
<p><font face="Calibri"><font size="3">Before getting too far into this, let me set up a fictional stage… (this is very similar to something that recently happened, although, I‘ve changed the name and background of the person involved, for obvious reasons). </font><font size="3">My friend and I, both technical recruiters, were discussing a candidate he is working with (we’ll call him John), whom we have both known for several years. John is a very experienced and capable Business Architect, with over 20 years of experience in technology (both as a corporate employee and as a consultant). John didn’t take the traditional “graduate high school – go to college – get a Bachelor’s degree – get a job” route. Rather, he opted to attend a 2-year technical school where he learned the fundamentals of network architecture, security and database design, and then joined the workforce. In the 20 years since John graduated from technical school, his career has grown from an entry level technical support role, to being the lead architect on his team (leading a team of software developers and architects), in a fortune 500 corporation.</font></font></p>
<p><font size="3"><font face="Calibri">John was recently approached by my friend about a role at another large corporation. His background was exactly what this company was looking for, his experience in leadership was a huge plus, his desired compensation met with what this firm was looking for, his reputation and references would be rock solid… But one box was left unchecked. This particular company requires a Bachelor’s degree. Not a Bachelor’s degree in Technology, just a degree…. ANY degree. </font></font></p>
<p><font face="Calibri" size="3">As my friend explained why John wasn’t chosen to move forward in the process, I felt my eyes involuntarily rolling as my head slowly started shaking back and forth. Surely, this company wouldn’t rather have someone less qualified than John, just because his competition happened to have a degree in some completely unrelated field like Paranormal Science (yes, it turns out you can actually get a degree in Ghost Busting) or Physical Education. I must have misunderstood what he said. My friend confirmed that the degree needn’t be in Technology (that, at least, would have been understandable) … he just needed that diploma.</font></p>
<p><font face="Calibri" size="3">Although I believe the winds of change are beginning to blow, and more companies are looking at overall experience rather than being steadfast in requiring a university diploma, I still hear about many companies who stand by this antiquated philosophy... One that has never made sense to me.</font></p>
<p>If a company requires a Bachelor’s degree in a technical discipline for a technical role (or a degree in HR for an HR role… or a degree in Accounting for an Accounting role), I think that’s a fair requirement. But in my opinion, a company enforcing a policy requiring all potential employees to have a Bachelor’s degree without any regard to what they studied, seems pointless and short-sighted.</p> Have you found yourself sinking in the talent pool ?tag:recruitingblogs.com,2017-04-06:502551:Topic:20109522017-04-06T12:02:11.491ZJoanne McDonaghhttps://recruitingblogs.com/profile/JoanneMcDonagh
<p><strong>If you have become frustrated because all your attempts to hire top talent have failed and you are no longer producing the results you once did, there maybe a logical reason behind it.</strong></p>
<p>For years the recruitment market favored the employers, but that has all changed, the power has shifted and now the job seekers hold all it all in <span>THEIR</span> hands.</p>
<p>Don’t believe me ? remember the days you could have the pick of the bunch , well talent is getting harder…</p>
<p><strong>If you have become frustrated because all your attempts to hire top talent have failed and you are no longer producing the results you once did, there maybe a logical reason behind it.</strong></p>
<p>For years the recruitment market favored the employers, but that has all changed, the power has shifted and now the job seekers hold all it all in <span>THEIR</span> hands.</p>
<p>Don’t believe me ? remember the days you could have the pick of the bunch , well talent is getting harder and harder to find , especially if you are implementing outdated recruitment techniques.</p>
<p>They may have worked before, but it maybe time also for you to get your head in the game because you could be losing out to your competitors when it comes to great hires. The technical term for this change is a shift from an employer-driven market to a candidate-driven market.</p>
<p>It is a known fact the millennial generation want more and in order to give them that recruiters must be equipped with the proper tools and software to so. Candidates will no longer entertain a weak employer brand , a slow application process and more importantly an unpleasant candidate experience. If recruiters don’t put the effort in the candidates won’t come knocking on their door.</p>
<p>You can complain all you want if you don’t radically change the way you hire , the strategies, tools and the approaches you use you may find yourself powerless to a talent pool that will not tolerate a poor hiring process and lose out to other firm.</p>
<p></p>
<p>Keep up to date with us on twitter - <a rel="nofollow" href="https://twitter.com/rezoomo_com" target="_blank">https://twitter.com/rezoomo_com</a></p> Social Recruiting! Do we Recruiters really have time?tag:recruitingblogs.com,2016-02-06:502551:Topic:19476642016-02-06T18:12:50.867ZPaulhttps://recruitingblogs.com/profile/Paul94
<p><font face="Calibri" size="3">Hello, my name is Paul Dhanjal and I’m a Recruitment Consultant at Harrisons Recruitment based in London.</font></p>
<p><font face="Calibri" size="3">So, I come back from the London Olympia Recruitment Expo 2016, attended a couple of excellent seminars about the strategies of Social Media and I’m buzzing. Social Recruiting is definitely the answer; I mean,…</font></p>
<p><font face="Calibri" size="3">Hello, my name is Paul Dhanjal and I’m a Recruitment Consultant at Harrisons Recruitment based in London.</font></p>
<p><font face="Calibri" size="3">So, I come back from the London Olympia Recruitment Expo 2016, attended a couple of excellent seminars about the strategies of Social Media and I’m buzzing. Social Recruiting is definitely the answer; I mean,<a href="http://storage.ning.com/topology/rest/1.0/file/get/1267866026?profile=original" target="_self"><img width="352" height="235" class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1267866026?profile=original"/></a> it’s a no brainer.</font></p>
<p><font face="Calibri" size="3">’56% of candidates now turn to social media first when commencing their job search’ and 61% of individuals expect companies have a social media presence…’ all sounds great!!</font></p>
<p><font face="Calibri" size="3">However let’s face reality, most Recruiter’s are under pressure to hit their KPI and revenue targets i.e. several hours on the phone daily, interviews, CV / Resume sends, client visits, placements, stand-up power hours etc … it’s fast paced and high volume!</font></p>
<p><font face="Calibri" size="3">So, where am I supposed to get the time in Social Recruiting? I can’t afford to mess about with creating discussions, blogging, tweeting, following, poking and all that nonsense (BTW, I'm writing this post on a Saturday - out of hours :)). I’m expected to hit the phones, quickly fill the roles and subsequently hit that placement bell and chalk it up on the sales board.</font></p>
<p><font face="Calibri" size="3">Recruitment Consultants are trained to “pick up the phone, qualify, pitch and ABC ‘Always be closing’”, it’s the traditional recruiting way, right?</font></p>
<p><font face="Calibri" size="3">See that is the problem…unless Managers, Trainers, Recruitment Business Owners are able to implement a social recruiting strategy into the recruiter’s daily structure… then happy days! I can put down the phone for a couple of hours a day without being penalised for not being on the phones and start becoming a social recruiting Jedi.</font></p>
<p><font face="Calibri" size="3">So I ask my fellow recruitment consultants;</font></p>
<p><font face="Calibri" size="3">Do you get the time to implement Social Recruiting into your daily structure, if so, how do you find the balance? <br/> Do you get support from your Management Team to implement social recruiting or do they feel it’s a waste of time and shout over to you "'Hey! Get back on the phones and stop tweeting! "?</font></p> Fire my Client or Use Candex: Web-based Recruiting Service?tag:recruitingblogs.com,2015-07-08:502551:Topic:19033972015-07-08T23:26:47.723ZMia Hirschelhttps://recruitingblogs.com/profile/MiaHirschel
<div>Hello! Any of your clients switch to a web-based recruiting system? One of our clients just switched to “Candex.” If you’ve heard of them, I would love any feedback! My candidates would be submitted through Candex’s website, and invoices go to Candex instead of directly to the client. On top of that, this Candex company collects 3% of my fee as “administrative payment for their services.” </div>
<div>Seriously, if the client wants to use this service, why do we have to pay for it? And,…</div>
<div>Hello! Any of your clients switch to a web-based recruiting system? One of our clients just switched to “Candex.” If you’ve heard of them, I would love any feedback! My candidates would be submitted through Candex’s website, and invoices go to Candex instead of directly to the client. On top of that, this Candex company collects 3% of my fee as “administrative payment for their services.” </div>
<div>Seriously, if the client wants to use this service, why do we have to pay for it? And, how safe is my data once entered into their website?</div>
<div>I would really appreciate some input on this! Thanks in advance.</div> Why do Reference and Background Checks Suck?tag:recruitingblogs.com,2014-12-16:502551:Topic:18523462014-12-16T21:47:50.961ZDor Rubinhttps://recruitingblogs.com/profile/DorRubin
<p>Seriously, I haven't spoken with a single recruiter or HR manager who hasn't professed their disdain for those things. What do you hate most about them? And if you actually like them, what is it that you like?</p>
<p></p>
<p>Seriously, I haven't spoken with a single recruiter or HR manager who hasn't professed their disdain for those things. What do you hate most about them? And if you actually like them, what is it that you like?</p>
<p></p> Carts and Horses and Google and Searchtag:recruitingblogs.com,2014-11-21:502551:Topic:18429882014-11-21T03:36:09.832ZNicholas Meylerhttps://recruitingblogs.com/profile/NicholasMeyler
<p>Has anyone dealt with this problem before? Successfully? It is a difficult one, and yet it is a fascinating problem. Does it have a solution?</p>
<p>My friend, a candidate I placed 15 years ago at MicroOptical Corporation (the company Google bought the "Google Glass" patents from) is a former Everest climber, who wrote the book on the search for Mallory and Irvine (first team to summit Everest in 1924, but died on the descent).</p>
<p>He has a client who has developed a search engine that…</p>
<p>Has anyone dealt with this problem before? Successfully? It is a difficult one, and yet it is a fascinating problem. Does it have a solution?</p>
<p>My friend, a candidate I placed 15 years ago at MicroOptical Corporation (the company Google bought the "Google Glass" patents from) is a former Everest climber, who wrote the book on the search for Mallory and Irvine (first team to summit Everest in 1924, but died on the descent).</p>
<p>He has a client who has developed a search engine that is much better than Google or Bing (much more specific, no extraneous results, searches text perfectly to find results, understands text rather than merely parsing it, etc.). The client has no money, but is looking for a CEO -- to help raise VC funding.</p>
<p>Any suggestions? Ideas? Has anyone successfully dealt with a scenario like this before? I ask because of the previous article on Google losing the Firefox gig, because their search engine really does suck, and better ones are inevitable and potentially valuable.</p>
<p>Let me also add that lots of people (my friend included) are experts at raising money... as CEO he raised 10 million pounds for a company in England under very difficult circumstances.</p>
<p></p> Dealing with Reductionist Critics of Our Professiontag:recruitingblogs.com,2014-08-03:502551:Topic:18191032014-08-03T20:34:12.396ZNicholas Meylerhttps://recruitingblogs.com/profile/NicholasMeyler
<p><span>When people attempt to belittle us with radical reductionism, we might try responding with: "Sure, archaeologists and paleontologists are just ditch diggers; brain surgeons and heart surgeons are just people who love to cut and saw; accountants are people who do grade school math for a living; attorneys are just people who get paid to lie and do crimes for a living; diplomats are weak-spined pusillanimous cowards who try to avert wars instead of bravely fighting them; nurses are so…</span></p>
<p><span>When people attempt to belittle us with radical reductionism, we might try responding with: "Sure, archaeologists and paleontologists are just ditch diggers; brain surgeons and heart surgeons are just people who love to cut and saw; accountants are people who do grade school math for a living; attorneys are just people who get paid to lie and do crimes for a living; diplomats are weak-spined pusillanimous cowards who try to avert wars instead of bravely fighting them; nurses are so despicable that they take care of the weak and injured; and saints are just losers who can't get dates ... and yes, Headhunters are only spammers." Sure.</span></p> Start-up Hires and Age Discriminationtag:recruitingblogs.com,2014-05-20:502551:Topic:18054872014-05-20T02:15:23.251ZKeith Halperinhttps://recruitingblogs.com/profile/KeithHalperin
<p> Have you ever noticed how few people over 30 or so get hired at early-stage startups, and while age discrimination is sometimes discussed, how rarely (if ever) you hear of startups being cited or working to age-diversify their early-stage hires?</p>
<p> </p>
<p>Keith</p>
<p> Have you ever noticed how few people over 30 or so get hired at early-stage startups, and while age discrimination is sometimes discussed, how rarely (if ever) you hear of startups being cited or working to age-diversify their early-stage hires?</p>
<p> </p>
<p>Keith</p> RESUMES: are you willing to ACCEPT or do you REJECT a HOT MESS?tag:recruitingblogs.com,2014-05-15:502551:Topic:18045722014-05-15T01:47:42.790ZKelly Blokdijkhttps://recruitingblogs.com/profile/KellyBlokdijk
<p><span>Should a resume with inarticulate or incoherent content, misspellings, grammatical gaffes, poor punctuation, typos or funky format be rejected? Or, no biggie?</span></p>
<p>I recently posted an article on this topic on LI and the overall consensus was:</p>
<ol>
<li>I'm an illiterate moron and have no business judging qualifications</li>
<li>Pointless, poorly written, nonsense-riddled article - waste of time to read</li>
<li>Everything and everyone related to HR/Recruiting is the…</li>
</ol>
<p><span>Should a resume with inarticulate or incoherent content, misspellings, grammatical gaffes, poor punctuation, typos or funky format be rejected? Or, no biggie?</span></p>
<p>I recently posted an article on this topic on LI and the overall consensus was:</p>
<ol>
<li>I'm an illiterate moron and have no business judging qualifications</li>
<li>Pointless, poorly written, nonsense-riddled article - waste of time to read</li>
<li>Everything and everyone related to HR/Recruiting is the problem not anyone's resume </li>
</ol>
<p>Posting article link below in case anyone cares to see the actual content and/or comments - that by the way are full of vitriol from POd "professionals" </p>
<p><a href="https://www.linkedin.com/today/post/article/20140510003311-4569967-the-1-reason-for-resume-rejection?trk=prof-post" target="_blank">The #1 Reason for Resume Rejection</a></p>
<p></p>