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Topic: a rant about corporate recruiters..............by a corporate recruiter: too aggressive, they throw resumes without really interviewing the candidates, send resumes of people that actually aren't interested, send unsollicited resumes, they lie about the qualities of the candidates and on and on. As corporate recruiter myself last week I got another call from a desperate recruiter who just needed to get a visit or a job to work on. Despite the crisis they still need to make their 50 calls or 10 visits a week even though nobody is even hiring a receptionist. Their job isn't easy and there we are, corporate recruiters putting salt on the wounds. But....let's have a look at us corporate recruiters through the eyes of a external recruiter................. 1) you call the them to try and visit them and they never seem to have time, claim to have a preferred supplier list or simply very few open positions. Looking at their job site you actually do see that they have 35 open jobs with an average open days of 65? 2) They claim that all agencies always shout the same thing; that we're the best, leading agency, very specialized but yet able to fill all your positions. They claim we never come up with creative solutions but ....have you ever seen an innovative corporate recruiter? 3) So in the end they do let you come over because they have a job open. You spend 2 hours of your time talking about the job, process and fees and go home thinking you got in the bag. Then when you try to follow up you simply can't reach them and they are not returning your emails/calls. Three weeks later you hear they are working with another agency and apparently didn't bother to inform you. Relationship building anyone? 4) Great, they finally give you the assignment but of course only on a contingency basis. The seem to forget that we as well have our cost to cover, recruiters to pay for etc. They feel insulted if you then try and work quickly and send them resumes on the fly. What do you want, that I invest loads of time and money while you give the same job to 3 other agencies? You get what you pay for right? If you want pure dedication and high quality services you pay for it. 5) Before you can start you do of course first need to be set up as a vendor which requires you to fill out 4 different forms, take calls their Indian call center trying to make sense of what this person is talking about. The contract itself is of course a corporate contract and is so complicated and utterly one-sided that you need to get external help to try and understand it and to make sure your not being tricked into something. But you need the work so you sign with the exception of the payment terms that you set at 14 days. 6) You try and get a complete picture of the positions (beyond the badly written shopping list they call a job description) but the recruiter is not very interested in helping you and doesn't seem to be very knowledgeable about the position. Your request to talk to the hiring manager is denied because "they don't want to bother the hiring manager too much". So we are left (again) with an incomplete picture and later they complain that the candidate isn't that perfect or tell you that you've oversold the job? 7) You are able to present 3 candidates (that you feel are really good) and never hear from you again? The recruiter apparently went to Disneyland for 2 weeks because it is impossible to reach him/her. Due to the terrific backup plan other recruiters have no clue what so ever about that position and tell you to wait until the recruiter is back. After getting close to being sued for harassment you get a short email that they have an internal candidate, a hiring freeze or simply have closed the position. 8) It takes approx 3 weeks before they are able to arrange an interview with your presented candidates and then they complain that your candidate has taken another offer? Oh and yeah, can you send 3 more candidates because they feel they can't take a decision without having seen at least 5 candidates? 9) After a gazillion emails and calls you then finally get some feedback on your candidates. They really needed 3 weeks to get all the managers together and get feedback. It turns out that the manager doesn't actually know whether he has the budget for the hire and it first needs to be approved by the VP. The VP however is again busy with a reorganization and it might very well be that the job no longer exists. 10) After a process of 4 months, 3 phone screens, 8 interviews spread out over 3 days, an assessment center they need you to check references because they are still not quite sure about this candidate. As if references are going to give the best insight? 11) OMG, by now you are taking medication against your anxiety attacks but they are ready to make an offer. The thing is that they only have a budget of 80K instead of the 100K they talked about before. But you know, there is a crisis going on so the candidate will just have to accept it. RSU's and a sign on bonus are out of the order of course so you really need to pull all the plugs and again sell the job and company to convince the candidate. 12) And yes, you did it! The candidate accepts their horrible offer and you are ready to send your eagerly awaited invoice. The candidate later tells you about the absolutely horrendous onboarding where it took 5 days to get an email address, 8 days to get a laptop and most likely 2 months to get that company car he order (while driving around in some battered Ford from the guy they fired last week). Training seems to be non-existent and his manager doesn't seem to have time to get you settled in. 13) While your contract clearly states that you have a payment term of 14 days their Indian service center now tells you that they always have 45 days in any contract and that the recruiter doesn't have the authority to change that. And they didn't get a PO number so it's going to take a bit longer as it's against company policy to open a PO after the service has already been delivered. So it's just gonna take a bit longer than those 45 days because they closed the books already for this month. 14) While you are busy trying to find new clients they all of a sudden remember you because they decided to let go of the candidate and although the contract says you don't refund the money they would highly appreciate it as they will not replace. When you try to find out why they let go of the candidate they somehow are not able to articulate the reason. The candidate you placed tells you that he still doesn't really know either but does know that he is the 5th in a row in the last year that has been let go off. So, corporate recruiters; let's not always bash so hard on external recruiters! We are not always making things very easy and don't always create conditions for success. Perhaps next time I'll try to come up with some ground rules to work together. In the end we both have the same objective? oh and yes, this piece is for a bit of fun................…; Added by Ted Meulenkamp at 9:57am on December 9, 2009

Comment on: Topic 'No one returns emails or calls any more. Did professionalism go out the door wi…': ming negative responses to my sparked debate. It seems to be a sensitive subject on both sides but I'm probably debating a losing battle. You really hit the nail on the head for ME. One of those aha moments. Enthusiasm and belief in ones product or service is so very important, especially now in this economy. I know this, but, being reminded certainly does not hurt. Maybe I've just become less optimisitc and that's what people are hearing from me. I really need to think about my message and how I am being perceived, regardless of the fact that I really do believe my company provides value add! (Perception is Reality). I've been in sales for over 20 years personally, but I have only been in this particular business for approximately 4 years. I love it believe it or not, but, even in my first year of recruiting and being an absolute novice I never saw the lack of response as I do now. I guess that's where my frustration lies. I in no way intended this subject to turn into a pity party for Jill I just wanted to make my point hoping it would at least resonate for people who are on the side of the desk making hiring decisions or the decision on who to respond too and who not too. Jack Young said:I attended my first recruiter’s work shop in September 1986. I unfortunately can’t remember the name of the presenter, although I do remember his diamond studded cufflinks, embroidered/monogrammed shirt, and a smirk that said, “90% of you newbies will never make it past the first 60 days.”We had to learn the “pitch”, and it went something like this, “Hi, my name is Jack Young I’m an executive recruiter I take it you know what I mean.” Depending on whether you were cold calling a candidate or a client you then went further in your spiel with, CANDIDATE: “I’m calling you today because I just received a fabulous assignment to recruit a Director of Operations for a wonderful manufacturing company in your area, and I was wondering if you’d be interested in hearing about this opportunity?”Jill, apropos your discussion from the CLIENT SIDE circa 1986, “I was calling you today because I just met an incredibly talented Director of Operations. I’m handling a search for another distribution company, and frankly, this particular Director of Ops is too senior for my current client company. Do you think you’d be interested in hearing about this very talented operations professional?”Here’s a laugh from these pre-scripted call days; I worked with another new recruiter “Bob”. Bob really took the training literally, and committed to memory the opening phrase, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Well, we all worked off of paper company lists at the time, and you simply were “dialing for dollars”, not paying too much attention to who, what and where. Bob is on his umpteenth call of the day, and about twelve of us in the “recruiting bullpen” were making calls, and hated hearing Bob and his inane rendition of, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Finally, Bob get’s the next potential client or candidate on the phone, and he starts his pitch when all of a sudden we hear him say, “Hi my name is Bob I’m an executive recruiter I TAKE IT I KNOW WHAT I MEAN”. Jill, I’ve laughed a lot during my years in this business, but maybe never harder than hearing Bob utter that one phrase. Imagine the thoughts going on in the mind of the person listening to that pitch.It is amazing with this training I ever survived in the business. On and on, evolving and evolving we’ve trekked. Always trying to professionalize our approach, and gain entre' to the next great client, or superstar “Operations Manager”.I find myself having morphed from newbie/novice salesman, agency proprietor, to seasoned showman/schmoozer. A day does not go by where I’m not formulating a strategy of how to break into an account. How can I reinvigorate enthusiasm with a long standing client company that’s been hit hard by the economic downturn?No one returns my calls, where has professionalism gone was the salesman’s lament in 1986; it is still a challenge to overcome today in 2009. The biggest difference is that the snub can emanate from so many different forms of media. Our email can be ignored, our voicemail can be ignored, our text can be ignored, and the greatest indignity of all, our Tweet can be ignored…I posted a blog on April 23rd. titled “I just want someone to call me” http://www.allowmetointroducemyself.com/blog/ from the 100’s of candidate calls I receive and their pleas for help in connecting with a potential hiring authority or recruiter that can offer them some hope.Man, I don’t want to be preaching, (particularly to this choir), but many of us face the same challenge as the candidate(s) wanting audience with a hiring manager. Reinvent, or as our President sold us, “change”… and so I shall.I’ve reinvented my recruiting model for the fourth time in 23 years. This incarnation is the most drastic, innovative, and circular in design. I’ve tried to consider the most glaring needs of the client, candidate, and recruiter. This new model gives me reason, and purpose to reach out to 23 years of connections. I won’t be sending a single postcard, letter or facsimile.There’ll be links to PowerPoint presentations stored online. Announcements throughout the Social Networking community, and yes, old fashion phone calls to my most valued accounts. Jill, I need to be extraordinarily compelling in my message.I need to be inventive in my service, and need to employ strategic risks that look good on paper, but are wholly unproven in practical application. I can do this because I am convinced my plan is solid, and the implementation benefits everyone.I’m leaving emails regarding this launch that are being returned. I’m calling my client base with a message that goes something like this, “Hi, it’s Jack Young, and I would like to speak to you about a new recruiting solution for your company. I’ve crafted a unique way for us to work together that will dramatically reduce your cost in utilizing my service, and provide you greater access to my network.” I’m receiving a call back of about 90% of the time. As a maniacal Class A lunatic, the 10% not responding still drives me nuts. My attitude is once the program roles out and gains it’s first, and second success, the ten-percenters will come along as well.Be compelling, be beyond excited, be positive – if you believe you are calling with a product or service that will definitely improve the functionality, productivity, and profitability of a company, and that belief is born from solid research and experience, keep calling until the CEO, President or owner of the company tells you to stop! …; Added by Jill Rosenfield at 4:40pm on May 13, 2009

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