I have always told my hiring managers that there is no such thing as a position that cannot be filled. This is a bold statement, and many of my newer hiring managers or hiring managers who are new to working with me are taken back by this statement. Some find it to be over confident, even arrogant at times.
My belief is that as a recruiter, as long as you truly understand the business and hiring manager needs, you will be able to effectively manage unrealistic expectations, narrow focuses, and that you as a recruiter are completely capable of coaching and mentoring your client to accurately affect their ability to truly understand their core recruiting needs.
Related Conference Sessions
- Transform Your Recruiters Into Business Advisors, Not Just Talent Advisors
- Develop Top-performing Recruiters to be Future Talent Acquisition Leaders
It is the recruiter who is responsible for managing expectations, and is directly responsible for influencing as a business partner, the outcome of the hire and the ultimate success of the department.
It is the recruiter who has the potential to make the greatest long-term impact on the department and the company. Once all companies (and HR departments) realize that the recruiter is accountable for long-term outcomes, and is a true advisor to the hiring manager rather than an order taker, or a processor, the sooner we will eliminate the narrow focuses of the hiring manager demands, and look for the true attitude and soft skills versus the technical aptitude.
The recruiter holds the direct relationship and influence to reduce short-sighted immediate points of view when hiring. This level of accountability and business partnership is essential if we will overcome many of the current obstacles we are encountering in an ever shrinking talent pool in the United States.