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It's Time Recruiting Companies Changed Their Approach

by Tim Falletti, Talent Acquisition Director at Hire Served

When speaking to military/veteran candidates day in and day out, it’s fairly obvious that there is a lot of hostility towards recruitment companies in 2017. This isn’t any one company’s shortcomings or any one recruiter’s bad manners, it’s across the board. From distrust to outright contempt, candidates are feeling that recruiters are letting them down each and every day.

I’ve been in the recruitment space for well over 10 years and I can say that I’ve seen a lot of bad practices along with many good ones. What worked back in the 00’s during the Great Recession doesn’t work in 2017 and unfortunately a lot of companies are still using the same techniques that they used when candidates were aplenty. Let’s take a look at why they don’t work any longer.

  1. Calling Candidates When You Don’t Have a Job. Back in the 00’s, it was smart to load up on candidates because so many were unemployed or underemployed. You could work your full desk and have candidates lined up in the waiting area for you to face-to-face interview your entire day – even when you didn’t have a solid job. Sandbagging candidates for when/if you landed a role was the norm. Today, it’s not. If you don’t have a solid job, stop wasting your time, the candidate’s time, and your company’s integrity.
  2. Face-to-Face Interviews. A throwback to number 1 of sorts, but I still see companies doing this day in and day out. “Mr. or Miss Recruiter, you have to have X amount of face-to-face interviews per week to hit your numbers.” Why? We live in a world with Skype and FaceTime and Zoom. You already phone screened the candidate and I get that a face-to-face meeting is beneficial to recruiters (and only recruiters) to be able to see the candidate’s physical presentation, but it’s a waste of time for a candidate to get to your office only to be asked the same questions you asked during the phone interview only so you can see if the candidate has a nice suit.  Start having more faith in your candidates and more respect for their time.
  3. Slinging Crap at the Wall and Hoping it Sticks. In my position, I still to this day apply to jobs and still get interviews. It’s good business practice to keep my resume out there to feel out the market and to keep my interview skills top notch. But why do I, a Director of Talent Acquisition, get email inquiries from recruiters on Indeed about Engineering jobs? I’m obviously not qualified and you obviously just selected all without screening the resume and did an email blast.
  4. You’re Just Not the Right Fit. Thank you for applying to our Under Water Basket Weaving position Mr. Master Degree in Under Water Basket Weaving with 15 years of Under Water Basket Weaving Experience at Great Company, but after review of your resume, we went with more qualified candidates. We will hold on to your resume for future reference. WRONG! It’s time you did away with generic emails and you start personalizing them. Let a candidate know what’s up. I’ve been doing this for years and my candidates respect it, love it, and come back.
  5. Asking Military/Veteran Candidates to Take a Pay Cut. Let’s get one thing straight right now, just because someone is transitioning from a military career into a civilian one, it doesn’t mean they’re desperate - or even worse - incapable of researching fair market value for your job. Telling a military/veteran candidate that they need to prove themselves to make fair market value is discrimination 100% of the time. You may think you’re slick because you’re getting a great employee for ¾ of the salary, but in reality, you’re getting a great employee who is going to walk away from your client the second he/she figures out what just happened.
  6. Submitting Without Thoroughly Interviewing. You source for candidates, find a great one, spend a minute on the phone with them, drag them into your office, and never get to the meat and potatoes of the candidate’s career aspirations. If you’re not paying attention to a candidate’s purpose (or ‘why’) and matching them with a company where they’re not going to be a long term fit, you’re doing a disservice to everyone. I’ll never submit a candidate to a company that I know the candidate will be miserable at so I can collect a paycheck. You shouldn’t either.

Now, I want to implore any veteran candidates out there to still use a recruiter when you’re ready to make your next career move. Recruiting companies are not all created equal and all of the above mentioned atrocities don’t happen everywhere. (Cough, Hire Served, Cough) A lot of recruiters understand that their reputation matters, and doing anything to jeopardize that is foolish. Still, there are bad seeds and bad companies to look out for and when you find yourself on the receiving end of one of the above, know it’s not you, it’s definitely them.

Email Tim@hireserved.com to connect with service-minded talent.

Jean SouthComment