Thanks so much for the kind words on the article. I did recieve your voice mail and responded but must have just missed you. Hope you had a good bit of R & R.

Regards,

Howard

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AWESOME!

That is if you are totally desperate and need a ‘method of Titanic Size last resort’ akin to lighting a big huge ?Road Runner Size? stick of Acme Dynamite under the Hiring Manager’s Chair that will shoot them to the moon?

!! BUT DANGER WILL ROBINSON !!

This is definitely one of those ?Break Glass in Case of Super Big Time Emergency? type ideas.

Our intrepid ?Friendly Neighborhood Recruitment Hero? can literally hear the howling cries of *YOU CAN?T DO THAT !!!* from the ‘Archetypical Corporate HR Generalist’ reverberating to all four corners of the Recruitment Universe…

We need an entire follow-up article with how to deal with the furious HR Generalist who screams bloody-murder when you use Tactic # 7 – Not to mention what one should do about the multitude of OSHA Hazard Conditions which would ensue as every single piece of glassware in the entire building simultaneously shatters about .03 seconds after the ?HR Super-Sonic Scream of Fright? happens…

My impression is that the Ranking HR Director Generalist type (unless they are really super Uber ? Hip and they endorse things like having Dr. John ride around parking lots with video cameras getting license plate numbers) would probably come up and say: ?Ya know Howard?We?ve been thinking?.?

Great Idea ? But it?s definitely a ?Use at Your Own Risk? kind of plan?

But hey sometimes drastic times do indeed call for drastic measures?

:-D

EN

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Thank you for your article and your insights to issues regarding hiring managers and there lack of response, especially when they seem to be so desparate.

I think one of the main problems is the belief that finding good qualified candidates who can be transformed into a great employee is easy.

Corporate Staffing / Recruiting professionals are still not put on the same level as Talent Scouts. Sports and the Arts are still considered areas where ‘talent’ is absolutely necessary to succeed. On the other hand, the ability to close the sale, manage and develop people, or develop great marketing programs is considered something ‘anyone’ can be taught to do.

I have found my preliminary meeting with the hiring manager is the best time to educate and try to explain the difference between talent and skill set. I try to emphasize talent is scarce and needs to be given a high priority.

Do I still need to nudge? Absolutely!

I take this part of my job as project management. Most hiring managers seem to understand that the hiring process is a project and they seem to appreciate my role in making sure the ‘project’ moves along so that we do not lose good candidates and have the ability to hire the best match for the position.

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