Would like to hear opinions from HR folks…
Everyone complains about HR/recruiters being bad at their jobs…I get that not every recruiter sucks and it varies greatly depending on the company/person, but I am genuinely curious about the below. We’ve all had frustrations with the recruiting process and I would love to hear the other side of things. 1. Even if you’re understaffed and overworked, is it truly that hard to get back to candidates? It seems a bit hard to believe that emails get lost in the influx, especially when they’re following up 2-3 times to get back to the top of your inbox. A quick email or phone call to say the team is still deliberating or that you haven’t had a chance to debrief with them would help ease a TON of those follow up emails. 2. Have you ever purposely ghosted a candidate if you know they didn’t make it and why? Again, if they’re making several attempts to contact you, its hard to hide behind things getting “lost” in your inbox. 3. Do you appreciate when people send LinkedIn messages to you in hopes of an informational interview or to increase chances of consideration for a job (after applying online)? Do you admire the effort of the candidate or do you just ignore the message? 4. To what extent are referrals considered over regular applications? (If you could include company name, that would be helpful) 5. As a best practice as a candidate, what’s the time frame after a job listing in which the candidate should apply? (I know in some cases listings aren’t taken down, and applying for a job posted 3 weeks ago may be too late..) 6. Why are some jobs posted again on LinkedIn/online? Does this mean that you went through the interview process for some candidates who didn’t pass and are reviewing candidates again?
Seriously I don’t I understand what these recruiters are paid for. While looking for Candidates my manager had to generate leads and all recruiters would do is email the candidate. Another pattern I see is these recruiters are mostly cool hipsters types and behave like teenagers. Super confident but dumb as fuck.
Lmao - all of the above answers are true! 1) It shouldn’t be that hard to get back to candidates, but say the recruiter has reached out to 1000+ candidates per role (and you’re responsible for ~20 roles depending on the company size/hiring goals), that’s a lot to keep track of, especially if the rest of the hiring team/process isn’t streamlined. That being said, it’s not an excuse and a good recruiter should be organized enough to see who needs attention. 2) Definitely not. Of course there have been candidates who become forgotten about, especially if they don’t follow up about their candidacy, but if you feel like you’re being ghosted it’s probably bc they don’t have an update/the team is super busy/a huge red flag to not join that company. 3) It’s annoying when candidates reach out after applying online because a) typically they reach out to the wrong recruiter who isn’t responsible for that role b) you’re giving them double the work to go look up your application that they will get to eventually AND disrupting their workflow when they could be getting back to other candidates (#2). 4) Referrals are great - always apply through a referral if possible. Referrals typically have a better, higher touch interview process too. 5) If the job posting is up, still apply. It could be an evergreen role for a team that’s going through a growth spurt. That being said, if it’s not the case above, your best bet is to apply within the first 30 days. They are probably close to filling it after that (unless it’s engineering). 6) For more visibility? You can promote jobs like ads on LinkedIn and get more passive candidates attention who wouldn’t have thought to apply before since they aren’t actively looking/visiting the company’s job site.
I want to hear views of HR managers on the different compliance and trainings they schedule for employees. How much time do they spend on defining these trainings ?!
Generally speaking, recruiters have an insanely simple job and they still fuck it up. Change my mind. I get 3rd party recruiters messaging me about windows deployment roles. Like really? Did you even read my profile? I don't know dick about windows. But I'm sure they think "oh Microsoft! Windows!"
I agree. I'm not sure what they do all day to be so "busy" but I'd like to hear recruiters defend themselves
The job is simple but candidates will put up with a lot to get a chance to work at a good company. That makes a system that is unlikely to correct itself because by the time you realize how bad the recruiter is, you already were ghosted or you got the job.