Comments on: Happy All The Time? (I Think Not…)

By: Emilee Bowersox

Emilee Bowersox — Sat, 20 Sep 2008 06:26:26 +0000

I often times think, gosh, “my clients are sure missing out.” I am reminded that intiative, as opposed to the intent of action, determines sales aggression. I of course know that my clients have better things to do than talk to me–Or do they? Should I be advocating for myself or about my customers/product? How often do we want to please ourselves? Well, money is definitely a motivator. I find that when there are crunches (time, money etc) –or a rice crispy chorus indicating you got up on time we find ourselves pushing the envelope, going to work and working at full speed. This is all based on the frivilous factor–the ease at which we accomplish tasks.

By: David J

David J — Fri, 19 Sep 2008 21:46:28 +0000

These scenarios are so on-target, it bought back terrible memories for me. This was a disease in our company for a while. I was frustrated with the entire process from beginning to end. I eliminated the recruiter/hiring manager positions AKA the middle people and started using online marketplaces, like dayak, bounty, etc. I am the main contact and allow the the main supervisor and the middle-manager rights to an interview and the the three of us make a final decision. The entire process is streamlined to under 3-weeks depending on the position level.

By: Maya Sienicka

Maya Sienicka — Wed, 17 Sep 2008 20:03:37 +0000

Excellent article, telling “how it is” – couldn’t agree more!
Joseph, I understand your situation – we all had to deal with a “hiring manager from hell” at some point in our careers, probably more than once. I found a quote from another article by Howard (Jan. 10, 2006), it answers your question: “If you are a recruiter reporting into an HR person who does not get it, I suggest that you consider yourself the person in charge and learn how to manage your boss. See How to Manage Your Boss: Developing the Perfect Working Relationship, by Ros Jay. Even if you can’t change the structure, you can still get great results.”
Clearly, in your case the HR manager is not supporting you as he/she should, and the hiring manager’s boss is not asking some questions he/she should ask, either. I don’t know what are the dynamics within your company; is the HR (and recruiting) perceived as business partner? Is this a problem with just one hiring manager, and you have good relations and deliver results to everyone else? What was the situation of other recruiters with this hiring manager – did they have the same issues? If yes, you can build your case; document everything you do, don’t rely on verbal agreements and conversations – send an email; always stay calm, professional and polite; if this is an ongoing situation and you have enough ammunition (so to speak) either your boss, or his boss, or even better, both – should pay attention.

By: Joseph Slevin

Joseph Slevin — Wed, 17 Sep 2008 19:09:20 +0000

Howard,

Excellent article on the subject, actually a very direct approach to a common problem, stick to the basics.

But, I would like to request of you a part duex. Reason, what do we do about the managers, no matter what you give them, just want to see more, and to boot, will cause you nothing but grief in your process. There are some who will ask you every day wanting to see resumes, where are my resumes? Any more, what about this afternoon? You attempt to discuss with them your agreed upon process to get them candidates and to no avail. You deliver and the job moves a little, you target that, and it moves again. Of course you have worked through the chain of command, but the manager will not hire anyone you send.

Earlier, the manager had job spec that was really two different, opposing positions, someone who really did not exist and we managed through that by eventually appealing to the manager after weeks of ‘trying.’

This one manager even was disruptive in asking for someone for the position who did not fit the spec at all, of course the person was not hired b/c the managers boss rejected the candidate. However, no matter how many attempted to takle the position, it was difficult to get the manager to like anyone.

It is really difficult to get behind the issues for the manager rejecting so many actually qualified candidates. HR approached this from where the customer is always right, however, even if they contradict themselves, HR will not manage up to get clarity.

Basically this job was a moving target and the manager was a land mine for those who attempted to assist him in finding people.

Really, what can we as recruiters do when we hit a wall like this and the manager is never satisfied.