- Measure my recruiting process
- Track rates of quality hires
- Determine time-to-fill metrics
- Identify bottlenecks
- Improve recruiting and hiring processes
- Gather data sets for reports
- Report and analyze data
So… What was this HR Manager is looking for?
Based on his feedback, he was looking for a Sr. Recruiter not a Sourcer.
When I asked for feedback on his determination of “fit” he said
“There are 1000’s of good recruiters out there” and I wasn’t qualified* because I “didn’t show the ability to convey a market mastery backed by facts and data” nor did I “set [myself] apart” from other “good recruiters”.
*These disqualifying requirements were not in the job description, nor did he ask questions that would require such responses.
He said he was looking for an “Sourcer to develop into a recruiter, senior recruiter or staffing manager” … someone who is “analytic, metric driven, numbers focused, and results oriented”. Someone with “proof” of how “good a recruiter they are”
I’ve been a Recruiter and a Sr. Recruiter, among many other things. Maybe he didn’t read my resume. Either way, I was almost offended. But didn’t allow myself to take it personal.
I would not refer anyone from my network to this company or to him because the experience was not positive.
When you contact someone about an opportunity in your organization and they haven’t applied, nor have you provided them with an accurate job description, these types of questions and judgements are un-called for.
HR, Recruiters & Sourcers should consider each candidate a potential customer. Even if they are a “fellow recruiter”.
Based on my experience, I wouldn’t do business with this company in the future, either as a job seeker or a customer.
Readers: What are your thoughts?