sometimes we need a crowbar
Opinion: Most hiring managers do not know how to work effectively with recruiters - regardless of whether they are internal or external - which is directly connected to the way they think about hiring itself. They often start with a very limited view of what would make a good hire - a narrow image of the perfect candidate.
With the help of a good recruiter who asks questions and elicits feedback to build a robust three dimensional profile that image shifts and additional priorities and characteristics emerge. Often a good hire and effective employee will look radically different than the initial view. Hiring is often an added layer to the day to day jobs of managers, so it makes sense they might need an external perspective as part of process. Like most human beings, hiring managers are so close to the need assistance is required to see clearly.
This process of uncovering and a creative imagining allows us to see the need more accurately as well as opens more possibilities of who could do the work effectively. It usually results in an expansion from the initial starting image, and often a tune up to the need itself. Good recruiters have the capacity to imagine those possibilities and the skill to help hiring mangers see them too. We often train managers in effective screening and hiring. We are the SubjectMatterExperts in hiring. We don't just supply candidates, we're an active part of imagining who will be successful in the position. After all, we need to have that pictured before we can go find them.
This process is one of my favorite parts of the recruiting process.
It is also something many folks avoid by seeing positions as one dimensional static absolutes. When that happens we will miss out on so many possibilities. Sure there is a baseline of essential skills/experience and some roles it is sometimes quite fixed. But every time those skills and that experience may live in people who look different or come from different backgrounds or use different brands of tools. I call it the Hydrox/Oreo conundrum as a reminder to myself (and others) that we need to create the space in our minds to imagine varied possibilities.
And as recruiters sometimes we need to use a crowbar (figuratively) to create that space in the minds of all hiring authorities.
I've been consulting in this area with companies who want targeted help but do not want to use me in a total recruiting capacity. The more I do it, the more I know this particular area of the hiring function is where a lot of bottlenecks, slowdowns and hiccups occur. Especially when there is a lack of urgency. Pain and urgency often force us to think differently. Without them we can default to that static one dimensional view.
If you are having problems finding the right candidates for your role right now, your hiring mangers might need some help working with recruiters effectively, and your recruiters might need to reach for their crowbars to help them get there.
I'm always here if you need me.
