If we are to gain the respect of our customers, we have the obligation to change their mind regarding our role in the organization – it will never be accomplished until we become *** consultative business partners *** with them. It has taken several months, but our Controller is now persuaded of that value. I challenged him to give our team the opportunity, and to hold us accountable for the results. When the dust settled and we were able to provide the facts with regard to our efforts (see my blog on metrics at http://recruitersdumpingground.blogspot.com),
he became our advocate within the accounting organization. Realizing that he might not become our corporate champion after only a few months of metrics, we are still light-years ahead of where we were when we stood in the shoes of the so-called ‘paper-pusher.’ We are no longer paper-pushers; rather, we are partners who proudly tout an understanding of our customer’s business and the strategic direction of the company. Recruiters who are savvy enough to settle for nothing less than stategic relationships with their cusomers become ‘INVESTMENT BANKERS’ who daily add value to their organizations bottom-line.

Tammy strikes another chord with her thoughts on ‘manager’s screening resumes.’ If we are passing on the task of resume screening to the managers, it’s only because they’ve convinced us that we don’t know what we are doing and do not have the skills to assess candidate fit. Remember, perception is everything. If that is their perception, than it’s probably true (rewind to our Controller). Suddenly, we’re no longer in the role of partner/investment banker – we’re back to being pushers.

It is our priviledge to provide our customers a level of service that will boggle their minds. How about sending your customer a ‘candidate profile’ that summarizes their experiences/skills? A truly professional-looking document (much like those used in the agencies/search firms) that answers the questions regarding skill-set match and explains the value the candidate will bring to the organization and how it will negatively impact your direct competitor. The absence of resumes will be confusing at first…but the proof will be in the pudding.

Not much else I could fault (given my infinite wisdom) in the good Dr.’s article – it’s a given that we must demonstrate a positive ROI; provide exceptional customer service; work hard to raise the standard of professionalism within recruiting, and proudly display our improved productivity for all to see (esp our CEO). I just believe that much of this is accomplished as we rid our industry of the card-carrying paper-pusher-recruiter-wannabes, and become ‘Consultative Investment-Bankers.’

I find it amazing that Dr. Sullivan (no disrespect intended) actually believes the reason why hiring managers circumvent internal recruiters in order to use outside agencies is because they somehow have it in their heads that paying for something means that it must be good. I hate to break the news, but that IS NOT the reason. Again, I?ll tell you why ? it?s because the hiring managers do not have the faith that the internal recruiters actually ?get it.? Nor do they trust the recruiter?s ability to identify, target and perhaps cold call potential candidates. Rather they see the internal recruiter no more than paper-pushers (aka ?glorified admin?). With that said, even if you go with the ?fee-for-service? model; they?ll REALLY feel as though they?re being ripped off. So we?re back where we started ? Their lack of confidence that the internal recruiters actually ?get it.?

I could go on an on about this, but one last point before I go. In the opening paragraph it mentions that hiring managers aren?t reading the resumes their recruiters submit. I know this is common, but I always wonder WHY recruiters even do this. Screening resumes is not their job, it?s OUR job. Hiring managers shouldn?t EVEN be screening resumes if the recruiters fully know what they?re doing. And if they are requesting to see resume first it?s because again, they lack the confidence that the recruiter understands what the objectives of the position are and what the person who fills the spot is actually going to be doing. A recruiter who is truly on top of their game will take that resume, call the candidate, ensure they are really qualified and will fit with what the hiring manager has envisioned for this role and if so, let the hiring manager know to be available Tuesday at 10 am (or whenever) for an interview. But again, we?re back to the root problem?recruiters need to fully understand the business objects of the hiring managers.

I’m saying all of this, not out of any disrespect to my colleagues but rather to share some of the success I have had with my hiring managers. It is my hope for everyone to feel how I feel, which is this: ?I LOVE MY HIRING MANAGERS!!?

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={31C12CBF-612C-406A-8EF0-D84540FBAF82}

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={50B08B88-C4AC-4A53-86AA-9BFF986E1CA9}