Editor’s Note: Sometimes, readers ask about past TLNT articles they may have missed. That’s why on Fridays we republish a Classic TLNT post some of you have asked about.
I was reminded this past week that recruiting is very hard.
No, it’s not hard to post a job on your careers page and wait for a resume that you won’t screen and just pass along to the hiring manager. That’s not hard.
Recruiting is hard when it comes down to finding talent that really doesn’t want to be found and has no desire to go to work for your bad culture and crappy manager who turns over people constantly – that’s when recruiting is hard!
I think there are three big differences that separate good recruiting from bad recruiting. They are:
The last four or five years have given us an environment where newer recruiters just coming into the industry didn’t have to be good – they just had to be present. Being present isn’t a qualification, necessarily, to becoming a good recruiter. High unemployment and a low number of jobs available gives you an abundance of candidates, and usually qualified candidates as well.
This doesn’t make you a good recruiter; it makes you a good screener. In many industries, we are now seeing the value of good recruiters come back as certain job markets are opening up in a big way and candidates, even bad ones, are no longer advertising themselves as available.
Good recruiting is invaluable to a good HR shop – and bad recruiting is the quickest way for your HR shop to lose credibility with your leadership. So, what can you do? Don’t allow bad recruiting to live in your barn!
Good recruiting is hard, and it shouldn’t look easy and it doesn’t work 40 hours per week, 8 to 5 pm, Monday thru Friday. But, bad recruiting is betting on the fact that you don’t know the difference, or, you are to lazy to do anything about it.
This was originally published on Tim Sackett’s blog, The Tim Sackett Project.