d then proceed to bury said group.
The reality of is there are like any profession, people who are good at what they do and people who aren't. I worked in contingency staffing at 100% commission for just under eight years. Eventually, I moved in house. I've been largely running recruiting functions since, as well as running all of HR in one instance and training and development in another.
Agency use drops precipitously wherever I go. Why? Because I run in house recruiting operations, complete with research and cold calling. I’m not paying recruiters to move paper. “Whatever is closest to money” there’s not a person who’s worked for me that doesn’t know that expression. I use agencies strategically when I have a particularly difficult search. So when a firm gets irritated with me because I won’t look at any of their analysts candidates – the fact is I don’t need to pay a fee for those candidates. We generate a more than sufficient pipeline.
I’ve no doubt been branded by more than one of these firms as one of your circus clowns. The fact is, as an in house function I am not in a transaction business. Contingency firms generally are, and their staff is measured accordingly – number of placements, how much was billed with their client companies and total placement fees on their candidates. I’m excluding retained firms, since this is a different relationship.
My staff is measured on performance of the new hires over the year, tenure of the hires – number of hires is low in my measurement list. I expect a recruiter to be able to articulate the goals of the department they support, speak intimately about the position and the deliverables for that position. In the end we live with any hire that’s not a fit, if there’s attrition, we participated in it. Closing a job in 30 or 60 days means nothing to me if that job turns over a year later.
My experience from both sides of the business is that outside agencies often don’t understand the issues of the client company. Hey, they just need someone with x,y,z technology, this candidate has it, so hire them. I had a vendor lecture me on why I needed to listen to them and hire their candidate. My questions to them were – have you ever been to this office? Have you met the CEO who the job reports to? Have you met any of the peers of this position? My response to their “no” answer was they were no position to tell me it was the right person for the job. Companies are micro societies with a variety of cultures and not every person is a fit for every company, and certainly not every company is a fit for every person.
There are bad tendencies with both external recruiting functions and internal. I had little appreciation for my internal counterpart until I moved to this side. Many a time I felt they weren’t being honest or responsive. Now being inside, I can see more clearly the issues. It’s not uncommon for a requisition to be vetted out, approved, and halfway into the search an event occurs altering or elimina…