uld make our working relationships better, yes? I am certainly going to ask my staffing partners point blank if the think my hiring managers and I are incompetent. If so, tell me why. Maybe there are things I can do better or things I can help my partners understand.
The more I read back through the comments, I wonder if the problem doesn't start with the company... I know how lucky I am to work where I do, because my company views Recruiting as a critical, proactive function - not reactive body slingers. We work with our hiring managers to develop hiring plans for the year, create salary bands and incentives, educate them on the labor market and much more - if recruiters on either side are just sitting around waiting for reqs to roll in and trying to fill them based on a job description, you're doing it wrong, IMO.…
mber or jiibe) he mentions and how you're using them.
But what if everyone involved filled out a standardized questionnaire that was designed to measure various aspects of culture?
This would allow users to speak a common language, to be calibrated to one another when they are making their judgments. There are two companies (www.Climber.com, and www.jiibe.com) that are providing the ability for users to complete a culture/work values questionnaire as part of the matching and searching process. Both of these companies are still exploring the possibilities here and I won’t go into detail about either one of their business models or current functionalities. Suffice it to say that they are both on the bleeding edge of using culture profiles to examine fit.
“I do not want my house to be walled in on all sides and my windows to be stuffed. I want the cultures of all the lands to be blown about my house as freely as possible. But I refuse to be blown off my feet by any.” ~ Mahatma Gandhi…
essional" comment was a cheap shot in my opinion.
Amy's comment pretty much says it all. Sunlight is the best disinfectant. Is it important, in the whole scheme of things it's not on the top of the list of things that need to be disinfected. But seriously , consider the number of candidates who are desperetely looking for a job and get hit with this junk over and over. That is why a lot of folks don't like recruiters, think we are all a bunch of low budget, low rent mass mailers. Perhaps a post like this will be seen by some of those who hate recruiters for this very reason. The end result , they will know that there are a lot of recruiters who hate it as much as they do. Is it unprofessional to name the spammers in our industry. I don't think so. Perhaps if we take care of the little things when they happen some of it gets stopped and our industry gets a few kudos for not covering up for the bad actors who cheapen all of us.
If you want to get rid of the Indian spammers. Look up the IP address, send one email to the person whose name is the registered agent telling them you are reporting spam to their ISP. It will stop.…
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If Maureen isn't the most industrious, involved, intelligent and inspiring bloggers in all Recruitopia I'd like to know is.
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Sad but true... posted by RockStar Recruiting
"I try not to act like an asshole whenever possible. Sometimes I do--even on purpose ...But I generally try to concede the whole "assholier than thou" contest. Crowns of toilet paper for everyone! Right away, Your Assholiness!
nal corporate recruiter and the 'Phyllis Diller' of third party headhunting actually collaborating on something".
Send us your questions and we'll help solve all your recruiting woes or at the very least give you our no-holds-barred opinions on the good, bad, and ugly found in our industry. This week's sticky stuff -
Dear Sticky Stuff,
I am an internal recruiter. I just discovered that one of my co-workers is getting kickbacks from a third party recruiter. Sometimes it seems to be just gift certificates for dinner or drinks or something like that but now I think he is getting paid real money to push this recruiter’s candidates. He is eliminating candidates that I know are better candidates so the agency recruiter’s candidates are getting hired when they probably would not be if the best candidates were presented. I can’t prove it but I have overheard phone conversations that have convinced me he is being paid if the TPR’s candidates are hired.
What do I do? Do I ignore it , let him know I know and tell him to knock it off, call the owner of the Agency and tell him that one of his people is paying kickbacks, tell my boss. My co-worker is a good recruiter; I don’t know why he is doing this except that he likes the dinners and the money so I guess it’s simply that he is unethical. What should I do, or not?
I literally hate this kind of crap. It happens a lot more than any of us would like to believe. I don’t like giving advice to anyone about what they should do in an unethical situation but I can tell you what I would do and have done when situations like this come up. I would scare the pants off the little crook by telling him a story about the recruiter at XYZ Company who got caught taking kickbacks from an agency. Lost his job, got charged with felony theft, conspiracy to commit fraud, graft, corruption and every other legal sounding word I could come up with. I would end the story by saying, “And you know how he got caught”? “One of his co-workers heard him on the phone talking to the agency recruiter and had noticed that he was eliminating better candidates for jobs to push the TPR’s candidates.” “Can you imagine how embarrassing and devastating that would be to have to go home and tell your wife and kids that you got fired for being a crook and may go to jail.”
I office shared with a recruiter that I suspected was in a deal like this with an HR manager. I waltzed in one day and said, “Hey, I am not supposed to say anything about this but one of my candidates is an auditor with (unnamed Big 4), he mentioned that they had been retained to do a defalcation audit of (un named company) because the board thinks somebody is padding invoices and paying kickbacks to vendors.” “He didn’t say but I suspect it is the purchasing department but I know you work with that client so just wanted you to know that there may be some turnover if they catch whoever is doing it.”
The gyrations that went on for the next few weeks were more fun to watch than an ant farm in a flood. He was on the phone with his office door shut more times than ever. He was digging through old invoices that had not been out of storage for years. I heard him through a very thin office wall calling his buddy in HR telling him that he needed to meet him for coffee at an offsite location to discuss something of a very sensitive nature. I have no idea how much of that had or had not taken place but it was obvious that some had or a lot. My guess is that it stopped with a screeching halt and both of them had a lot of paranoid sleepless nights waiting for the secret results of the defalcation audit. I know that for the next month or so until I moved to another location my office mate was as jumpy as a cat on a hot tin roof and he and his buddy had lots of hushed conversations.
The last laugh I had over the deal was when the phone guy came to disconnect my phones and asked me in passing if the other guy in the office ever found out if anyone was bugging his phone line because the phone guy had checked and there was no indication of any device on his line. Ah what tangled webs we weave when we deceive a deceiver.
Telling the boss is an option but without proof that can get pretty sticky unto itself. An anonymous letter to the owner of the agency might be an option. I would want to know if one of my group were involved in that sort of criminal activity and they would be gone. Course then I would be faced with calling the company myself to let them know what had gone on and who was involved.
Sometimes the hardest things happen when we become aware of things that we really wish we didn’t know.
Wow. Just wow. This is wrong on so many levels, but one of the first questions I have to ask is where in the world is the boss in this?!? What Recruiting Manager would allow this to happen? Here’s what I mean – before my company allows a position to go to an agency we have already turned over all our rocks and decided to put it out for TPR. That means we STOP SOURCING. Why compete with our own resources? It’s just silly. So that needs to be the first conversation. Are we filling reqs ourselves or are we hiring a firm to help? And if we’re putting it out to an agency and they’re doing all (or even most) of the fills, why do we keep Fraud Boy around?
My guess is (besides the kickbacks) that it’s “easier” to place agency candidates. After all, some TPR is doing all the hard work. Screening for fit, probe, close, counter offer prep, all the work that goes into just getting someone ready for the interview. When the interview doesn’t go well, or an offer isn’t accepted, it’s the agency’s fault, right?
But this doesn’t really answer your question, does it?
So who owns these candidates being rejected over agency candidates? Maybe that’s your opening. If anyone YOU have sourced is being rejected, it’s time to talk. Have a conversation with your boss AND Fraud Boy, and ask what exactly this (agency) hire has that your internally sourced candidates do not. Sunlight is the best disinfectant, no?
Another option is to follow up on a specific candidate. Let’s say this candidate, who was rejected in favor of an agency recruit, followed up with you asking why they aren’t being considered. Again, in a meeting with everyone, ask why? After all, it’s only fair to give honest feedback to the candidate. Besides the fact that you are clearly misunderstanding something about what makes a “fit”, and you’re hoping that your esteemed colleagues (Fraud Boy?) can shed some light on to what you’re missing.
I am all about transparency, and I would be the first person in a staffing meeting to ask why these candidates are being rejected in favor of agency recruits. Damn the consequences, I’d call BS when I see it.
Although Sandra’s idea sounds a lot more fun.…