Β π #InHouseRecruiters π
Hey fellow in-house recruiters! π What’s the toughest part of your job? Is it sifting through countless resumes, dealing with candidates who no-show for interviews, or maybe trying to juggle multiple hiring processes at once? π€
Here are a few possible solutions that might help ease some of the challenges:
– Utilize applicant tracking systems to streamline the resume review process
– Implement video interviews to save time and avoid no-shows
– Prioritize communication and set clear expectations with hiring managers and candidates
Let’s share our experiences and tips to help each other out! π‘ What do you think? What strategies have worked for you in overcoming the hurdles of in-house recruiting? Share your thoughts below! π #RecruitmentStruggles #HRInsights
Hiring managers. Recruiting is recruiting anywhere you go. Hiring managers expectations are not. The hardest part is not the recruiting itβs dealing with all the different personalities.
Filling the same damn job over and over because no one wants to fix poor retention. I have a post on this.
At the moment it’s finding one.
Unrealistic timelines. Terrible retention. Oh yeah, low-balling from management.
Unrealistic timelines, candidates and managers who think Iβm a career coach, union complexities, always waiting on someone to get back to me with something.
HMs not believing me when I say itβs tough to fill a particular role and we should move quick. Then being slow to move forward with candidates and being shocked when theyβre off the market quickly and the search is extended by months. (Repeat 5x)
I would say all of what is said here, especially about hiring managers, but it comes down to not having the executive buy in to have policies enforced.
They spend all this money on us, and in my case a lot of time invested in developing processes and launching them, then extensive training, and when hiring managers go rogue itβs βjust pacify themβ. There definitely are exceptions and times we need to just process, but that shouldnβt be the rule.
Companies will pay so much lip service to the importance of hiring, to talent acquisition and management, yet when they hire people who are actually experts in these things they ignore them.
This is a favorite scenario: we have a policy I implemented or process I have trained people to death on, itβs ignored, then some rando HM or exec reads a LinkedIn article saying similar, which they FORWARD TO ME (or even better, my boss) as a suggestion. π
Makes me want to go back to agency so at least I can cry into my money.
Executives that decide to get involved at the last minute with interview plans.
Hardest part I’ve experienced is when a company is relatively young (been around less than 20 years or recently experienced rapid growth) and they are not equipped with the properly qualified Decision Makers. I’ve seen some managers just simply refuse to make a hiring decision because that means telling other candidates no, it means if the candidate doesn’t work out they don’t want to be held accountable for it and also they just naturally struggle to lead in a larger organization versus them being used to having lower expectations and a smaller team.
Also if your support team i.e. HR, Compensation, directors aren’t Talent Acquisition trained things take longer to get approved, they want everyone to be considered for every job. And overall it feels like rowing up stream without a paddle with a boat full of people.
It’s not true of every in-house recruiting gig but when you’re interviewing understanding your support system, their current process layout and overall landscape of the team is crucial and I had to learn it hard the first time I left agency for in house.
hiring managers that lack empathy
Hiring managers.
At an agency, if you get a client that’s just impossible to work with you can end the relationship.
We can’t get rid of our HMs
People π the job itself is not difficult, especially at the right company with a supportive culture, competitive pay, and good benefits. Itβs just a rollercoaster ride and a balancing act dealing with personalities and unrealistic expectations
Dealing with incompetent support teams who think you exist to serve them when itβs the other way around.
Lots of red tape. Bs. Meetings. Corporate politics. Budgets this and that. Layoffs. Hiring freezes.
Also having to partner with HR is one of the worst parts of being an internal recruiter. As an agency recruiter I just dealt with the hiring manager and the candidate. Adding another layer into the mix with HR is absolutely brutal, especially if theyβre on a power trip.
Staying awake
Hiring managers are the most difficult part. Many of them donβt care much about the candidate experience, moving quickly, etc and just want the βperfectβ candidate.. that doesnβt existβ¦
Itβs been said before, but itβs definitely the hiring managers. These hiring managers are so slow to hire someone. For example, I had a candidate interview with multiple HMβs back in April. It is now June and I am still waiting to see if they will hire this person. Obviously I know thereβs a 95% chance the candidate isnβt looking anymore, but when the managerβs hire ups ask why this position hasnβt been filled, it will fall back on me, the recruiter. This candidate went through several interviews with several hiring managers and for what? I feel bad for candidateβs and all the time, and gas they wasted only to be ghosted or told they got a job 2 months later. I would be pissed. How do the HMβs not understand this??!
Working on that shitty, purple squirrel job that not even the agencies will support.
The recognition for a new hire only going to the hiring managers. I’ve never even been told good job or thank you
Consistently picky hiring managers. If you urgently need 3+ people on the team, you canβt criticize the interviews I sent you simply because they didnβt know what year the company was founded. Irks me so much.
Also, casually getting coffee or snacks and the βso when do you think youβll have interviews on my calendarββ¦ π
Itβs very time consuming stringing as many candidates along then ghosting them. Mass blast emails take longer to draft and send out than you think.
New startup running lean with No ATS. Tracking in HubSpot and excel. Itβs a mess.
Iβm also hiring manager, which is nice since I get to actually hire the people I interview.
My issue is no one knows how hard and time consuming this job is so will often give me unexpected deadlines. Like the company recently opened up a new office AND expanded the main office. I typically hire about 8 people a month, and this month they were like βokay we need these 60 positions filled at these two locations.β Like broβ¦ what? You want me to do my job 8x more efficiently than I usually do it and recruit for two different locations.