Comments on: How to Sabotage Your Recruiting Efforts in Six Easy Steps

By: Mavadene Cooper

Mavadene Cooper — Thu, 30 Jul 2009 19:30:23 +0000

Great Observation; I am just as frustrated with all those commence in the article. Those 6 points are to the point. Hiring Managers dont really know what they are looking for, most times. They will say , yes they are interested in the person and then wait months to offer the position,and then you lose your candidates.
Thanks

By: Jami Lieberman

Jami Lieberman — Thu, 18 Jun 2009 18:41:48 +0000

Wow! I think if I sent this to some people in my company they would feel like it’s a direct attack because I experience ALL of these at the same time!! Thank you. I feel like I have a support group!

Ahhh. I am not alone. ;)

By: Sarah Welstead

Sarah Welstead — Mon, 15 Jun 2009 02:33:07 +0000

This made me laugh my head off. “I’d be an oak tree, and I would fall on you.”

Oh I wish more ERE blog posts were this funny.

By: Emmy Owens

Emmy Owens — Fri, 12 Jun 2009 14:43:21 +0000

Great article, thanks for the laugh!

By: Luke Scanlon

Luke Scanlon — Fri, 12 Jun 2009 00:58:41 +0000

A giant Redwood Tree may just take care of a small department in one fell swoop. Great article.

By: Ross Clennett

Ross Clennett — Thu, 11 Jun 2009 23:44:51 +0000

Step #6 Request more candidates even though you have already interviewed enough qualified applicants – “yeah, I think the candidates have all interviewed really well but do you have any other resumes to send me?”

Step #7 Say you want to make an offer – and then don’t, and not give you a reason, or even acknowledge that you said you wanted to make an offer in the first place.

By: George Hernandez

George Hernandez — Thu, 11 Jun 2009 20:52:24 +0000

Great thoughts on creating a “hiring manager training session.” Way to go, super job!

By: Brian Ard

Brian Ard — Thu, 11 Jun 2009 19:27:32 +0000

As a recruiter (for one company), I have to say that I am very hesistant to hire someone who is overqualified, unless there has been a drastic change in the applicant’s life. Statistics here, and I’m sure at other companies, bear out that overqualified people will, on average, leave early. It’s up to me to determine if that’s the actual reason.
But #2-#6 are spot on.

By: Johnny Lara

Johnny Lara — Thu, 11 Jun 2009 19:14:35 +0000

Great article. You can also add when the hiring manager LOVES a candidate after interviewing them. Then, the candidate gets set up for a second round with next level management and it doesn’t go so well. All of a sudden, the love is gone and talks about how they are not getting good candidates.

By: Ryann Reddy

Ryann Reddy — Thu, 11 Jun 2009 17:59:53 +0000

This article is so sad but so true.

By: Jay Kalbrener

Jay Kalbrener — Thu, 11 Jun 2009 16:56:21 +0000

Great article! I went thru a series of interviews on Monday (four hours worth) and have yet to hear any feedback other than a promise of a call from the company’s recruiter which hasn’t happened. One of the hiring managers I interviewed with had told me this was a problem. At least it is a recognized problem….

By: Rob Laseak

Rob Laseak — Thu, 11 Jun 2009 16:50:29 +0000

Amen Brother!! I feel a bit vindicated today and will be directing many folks to this article. Great job!

By: Howard Adamsky

Howard Adamsky — Thu, 11 Jun 2009 16:11:12 +0000

I looove this article!!!

This guy is a GREAT writer!

By: Michelle Riffer

Michelle Riffer — Thu, 11 Jun 2009 15:44:37 +0000

This article made my week!

These are truly the top frustrations on my team, and it’s sometimes a challenge to remember that these behaviors exists outside of our walls. Hopefully we can use these opportunities to coach our hiring managers on issues when they arise.

Sara — If you’d be willing, I’d love to see the document you’re creating: MiRiffer@MaxHealth.com

Michelle Riffer – Corporate Recruiting Team Leader
http://www.linkedin.com/in/michelleriffer
http://twitter.com/MichelleRiffer

By: Barbara Castellano

Barbara Castellano — Thu, 11 Jun 2009 15:28:58 +0000

I am not a corp. recruiter but we have the same problems as outside recruiters. I recruit about 90% sales in the IT industry and the one that kills me is ” Does he have a book of business” I want to say YES and he comes in on a white horse with a suite of armor and the book of business under his arm to save your business.

BARB

By: Sara Lynn Reno

Sara Lynn Reno — Thu, 11 Jun 2009 15:17:11 +0000

This is a great article! I am going to use some of these points to construct a document for my hiring managers that I will attach to every interview meeting request. Thank you!

By: Julie Davis

Julie Davis — Thu, 11 Jun 2009 15:08:24 +0000

Can you email copies to MY hiring managers? Might be worth a shot! Thanks for the laugh! :-)

By: Eric Peterson

Eric Peterson — Thu, 11 Jun 2009 14:17:28 +0000

“I’d be an oak tree. And I would fall on you.”

Bwa ha ha ha ha!! Brilliant.

By: Danielle Schmidt

Danielle Schmidt — Thu, 11 Jun 2009 13:34:02 +0000

Thanks for this article. It is time that hiring managers take responsibility for their hiring actions and the reputation of their company. It’s funny too