Personally, I think HR and Recruiters need to allocate time for each client or their company and ensure they know what the company does, what they sell, and the synopsis of the product being sold. Note: I have not said they need to know how the job needs to be accomplished. That in their realm of expertise is not required, but as a hiring authority or part of the hiring mix, they should have some knowledge of what they deal with in order to present appropriately, what they have been tasked to do. Recruiters need to step back and make allocated time to the situation. I realize there is 8 hours in a day and many probably work more than that, but if you think about it recruiting is simply a sales job. I am not saying it is an easy one. Nevertheless, put yourself in a situation if you were in sales and you were trying to pick up a new customer. What would you tell the prospective client? Would you want to know a little about the products that are being sold? Would you want to know some statistics on the company you are working with?
How do you successfully manage this challenge? Change the system. Know what you are looking for and learn the specifics. That seems to be one of the biggest downfalls you hear about in an application process, seekers will send in a resume even though they are not qualified. Hmm, well maybe the way you approached it simply states to the seeker "maybe I am qualified." HR has job descriptions on all positions already available. If it something additional maybe HR should get with the hiring authority and sit down in a brain storming session with everyone who is involved and say ok I need to know more about this position you want to hire for, what are the specifics. What will I be looking for? What will you take, what will be the deal breakers?
Simply stated, we are all busy and in today's economic climate and more than ever everybody has a plate full and overflowing. We all have deadlines, we all have expectations, but we have all been taught time management, organization, best practices, change management at least to some degree. It is around us in our everyday living. If you're going to only take something in and not do some sort of research and have a product that will attract a certain type, and sell a product to the prospect who's searching without any knowledge, then there's no proper way to manage.
Like any other position, you have to be on your game. Know what is expected. Just some time to step back and analyze the situation will do more good than harm.
This goes for hiring authorities also. Despite being bogged down with work, we all have been there. We have all stayed hours upon hours to manage and get our work accomplished, but when you have a new addition to your plate, you do not just push it off and hope for the best.
Since companies are being more prudent at hiring, how can they not take this as a serious portion to the added serving on the plate? It has become an important factor, so just as important as it is to get out a specific job, so should the position you are hiring to fill. Again, learning and achieving good time management skills, puts even the more mediocre task in place for achievement. Surely, many has taken the class on putting things in order. A, B, C?
Most Important-Needs to be done now, Will get done, and Not so important can be tossed or file?
Also, get together with hire ups make suggestions; agree to have decisions made on particular positions in a given time. How can a company expect to hire the 100% match or even the 90% match if they cannot even perform the job of what they are seeking appropriately?
Hiring for position carries the same reflection on you as it does an engineer that's expected to get a project completed in X amount of time. It all has its place.
Being in the hiring manager's role, many times we've all felt, "Oh I really don't want to talk to anyone today, or I really don't want to review resumes, or this is to much time to spend on such a trivial task, HR can sum it up."Is that how you approach a job on a project that could be fatal to your customer if you didn't allocate time to study and understand it?
As for as entertaining potential prospects for the just in case factor. If you are spending that much time on just in cases, should you not be spending that much time on the actual position? Learning what is needed. I don’t think finding prospects and adding them to your portfolio to be ready just in case is very lucrative if the prospect doesn’t understand your purpose and to tell people that I have a potential position for you only to find out later that they were simply placed in a possibility bin is unacceptable unless the individual you’re prospecting knows up front what is going on. If you’re doing it and later found to be lieing you’re being deceptive and it would make me leery of a company that allows such practices to prevail whether it is HR or Recruiters. If you are lying about that what else, will you lie about? It follows the same analogy you expect from the selected candidate that you are ensuring is trustworthy and a good fit.
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