Why I LOVE Recruiting!
I have been involved in technology recruiting for over 20 years. It is safe to say that I did not grow up with aspirations to be a recruiter. I wanted to be a policeman, fireman, lawyer, detective, helicopter pilot or scuba diver – all driven by the TV episodes I grew up watching. There was never a show where Charlie called the Angels and said “I need 5 .net developers NOW”.
So I, like many of my peers, are accidental recruiters. Our stories will vary but only those that grew up with a family member in the business seemed to have aspired to be recruiters. As a result, our profession has suffered. I propose it has suffered for the following reasons:
- No barrier to entry. Anyone can decide they are a recruiter and get into the business.
- Foundational values and processes are not defined or regulated.
- No minimum standard of performance expectation exists.
- The rise of contingent (free) recruiting with no commitment on engagement from candidates or hiring managers.
As result, experiences that both candidates and companies have with recruiters vary from the great to the not so great. In addition, recruiters can get blamed for things that are not their fault. We work with humans (we are not manufacturing pencils) so we can influence, guide, direct and lead – but hiring managers make their own choices for which candidate to pick and candidates make their own choices which job to take. This leads to recruiter's perspectives on flaky candidates, unreal job descriptions, low pay, high candidate expectations, ghost candidates, unresponsive hiring managers, offers you can't understand and candidates who accept then reject offers. All very frustrating for recruiters in the attempt to orchestrate the intersection of supply and demand.
So why do a I love recruiting? Because I can change lives and impact families by working through all the craziness to orchestrate the intersection of supply (candidates) with the demand (hiring managers/companies). I have moved the needle from unemployed to employed. I have been involved in candidates being rewarded for their knowledge, skills and abilities with better jobs and better salaries. I have even had a candidate or two cry when they got the offer of a job they really wanted. Heck, truth be told, I have even teared up a time or two myself.
To capitalize on more of the good side, recruiters need an intentional success model. Success should not be accidental. I grew up with a saying “better lucky than good”. I disagree. I want to be great and have luck be the product of my hard work.
In short, over the past 20 years and taking from a number of sources and learning by my mistakes, I have a process that works. INTENTIONALLY! Where both customers and candidates are happy.
Over the next several weeks, I will explain my views on intentional success in recruiting and what it takes to get there. Please join me as I roll out this process here in social media. I welcome your insight and guidance as we open-source recruiting and make everyone better for the undertaking.
Who is with me?
Thanks!
Jeff Clement