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3 Ways for Recruiters to Take Charge
Posted By Howard Adamsky On November 15, 2011 @ 5:50 am In Advice and How-Tos | 29 Comments
Just in Time: “’An inventory strategy companies employ to increase efficiency and decrease waste by receiving goods only as they are needed…’ –Investopedia
As a recruiter, I tend to be pulled into various recruiting projects based upon client needs. This is fine. What is not fine is when I am called in at the last minute. When I am called in because they need to hire a host of hard-to-find people fast. When their uninspired and clueless leaders failed to start recruiting before it becomes an emergency. This really bothers me and it bothers me even more when I am told to do it fast, because good work is seldom done fast. I am a recruiter, not a magician.
See the quote above? Just In Time deals with the procurement of parts, not people. It deals with inanimate objects that come to the company in boxes, not with employees who come to the company in cars. Waiting to the last minute to hire is a bad idea.
Seeing as we are talking here, do you ever wonder why companies wait too long to begin recruiting? Tough question to answer but I believe it is often out of a sense of entitlement — a type of arrogance among the uninitiated and the slow learners who honestly think that when they need Java developers, they will just interview a bunch and pick the winners. Honestly, this thinking is pitiful and it exists because leadership seldom knows how hard it is to make good hires.
Even worse, if you dig a bit deeper they usually want employees that meet three search criteria:
Translation: fast, good, and cheap. (In reality, you can usually have two, but you can seldom have all three.) Is there anything that demonstrates failed leadership, anything that screams “I know nothing of hiring” more than this type of thinking?
New employees are your raw material and if you are smart, and your future too. You get great talent by earning great talent — by thinking ahead for a future that is coming at you hard and fast. Why so many leaders believe they are somehow entitled to have great talent simply because they need it escapes me.
Perhaps my patience runs thin but I have lost most of my faith in the belief that I will see intelligent leadership as it relates to talent acquisition. As such, I have three suggestions for recruiters to consider so they can lead the charge as opposed to waiting for direction from the slow and inept:
I urge you to consider the above-mentioned ideas. This thinking will allow you to demonstrate leadership as opposed to the quiet misery of sitting around and waiting for it from others. Seem reasonable?
This article is for my good friend Samir Amirov
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