Comments on: When Good Recruiters Get Bad Managers http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Adwait Joshi http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/comment-page-1/#comment-4417 Adwait Joshi Sun, 16 Jul 2006 06:29:00 +0000 http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/#comment-4417 Hi Kevin; As much as I agree with the article and its nuances, i feel there is one more thing that needs to be added. We -the Managers of the recruting fraternity-probably overlook the concept of observation. I guess the most effective way to command respect and gain employee confidence is performance. No matter how good you are at strategizing and planning, but we need to remember one thing: if situation necessitates, we should roll up our sleeves and shoulder the boulder of work. A high-level of ground-level (oxymoron!) understanding is required.Hence a part of being a good Manager also says 'Let me show you how this thing is done in here.' Command performance, and your subordinates will follow your footprints. Then the need to motivate wont be required as much,because they know how you would tackle the scene in the first place by seeing you through the same. This also helps us to be empathic about the bottlenecks faced by the recruiters. What's more is required is giving an open-playground for a specific time frame. Regards Adwait Hi Kevin;
As much as I agree with the article and its nuances, i feel there is one more thing that needs to be added. We -the Managers of the recruting fraternity-probably overlook the concept of observation. I guess the most effective way to command respect and gain employee confidence is performance. No matter how good you are at strategizing and planning, but we need to remember one thing: if situation necessitates, we should roll up our sleeves and shoulder the boulder of work.
A high-level of ground-level (oxymoron!) understanding is required.Hence a part of being a good Manager also says ‘Let me show you how this thing is done in here.’ Command performance, and your subordinates will follow your footprints. Then the need to motivate wont be required as much,because they know how you would tackle the scene in the first place by seeing you through the same.
This also helps us to be empathic about the bottlenecks faced by the recruiters. What’s more is required is giving an open-playground for a specific time frame.
Regards
Adwait

]]> By: Stephen Fowler http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/comment-page-1/#comment-4416 Stephen Fowler Wed, 12 Jul 2006 05:44:00 +0000 http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/#comment-4416 Really good article and I can agree with it all, I certainly can relate to Frank?s issues with poor management. Apart from poor management skills when a consultant has joined from a different industry or recruitment style, they will always be some kind of conflict and generally it will be down to egos or operational styles. Really good article and I can agree with it all, I certainly can relate to Frank?s issues with poor management.

Apart from poor management skills when a consultant has joined from a different industry or recruitment style, they will always be some kind of conflict and generally it will be down to egos or operational styles.

]]> By: John Sloan http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/comment-page-1/#comment-4415 John Sloan Wed, 12 Jul 2006 03:32:00 +0000 http://www.ere.net/2006/07/12/when-good-recruiters-get-bad-managers/#comment-4415 Good article. IMHO Frank is a good sourcer/recruiter but failed himself in not applying the same principles he follows in selling candidates in his interview with his manager. I come from a military background and I never had much of a choice in who the Department of the Army was going to designate as my new commander. When I moved into civilian life I viewed it as my first opportunity to have a direct impact on deciding who my boss would be. Was it a good fit, not just for my employer but for myself? I made my share of mistakes along the way but eventually when I got to the level of experience that Frank is at now I looked at the interview process as more of me interviewing them. I knew I could do the work but would this boss be the one for me? Would they get the most out of me? Would they help me learn and grow? Would they be a roadblock or a mentor. I highly recommend a book called 'Career Warfare' by David D'Alessandro for anyone thinking about what they should look for in a boss. It will open your eyes, help build your brand and help you navigate these types of corporate landmines throughout your career. Good article. IMHO Frank is a good sourcer/recruiter but failed himself in not applying the same principles he follows in selling candidates in his interview with his manager.

I come from a military background and I never had much of a choice in who the Department of the Army was going to designate as my new commander. When I moved into civilian life I viewed it as my first opportunity to have a direct impact on deciding who my boss would be. Was it a good fit, not just for my employer but for myself? I made my share of mistakes along the way but eventually when I got to the level of experience that Frank is at now I looked at the interview process as more of me interviewing them. I knew I could do the work but would this boss be the one for me? Would they get the most out of me? Would they help me learn and grow? Would they be a roadblock or a mentor.

I highly recommend a book called ‘Career Warfare’ by David D’Alessandro for anyone thinking about what they should look for in a boss. It will open your eyes, help build your brand and help you navigate these types of corporate landmines throughout your career.

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