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In reading through all the comments, this thread would have had more impact if the initial question had been more clearly stated, i.e. internal recruiters vs. agency recruiters; technical roles vs. non-technical roles. It seems as if some of you all were just throwing answers at the wall without having enough context. Let’s all do our best to make these forums productive and helpful.
The only one I have is when recruiters act more like an agency recruiters than as a part of HR Team. I understand that recruiters job is kinda lonely (I started career as a recruiter), and there aren’t much opportunities to cooperate, but they could make an effort sometimes.
Sometimes it seems they just throw everything at the wall and see what sticks. I am sure a lot of that has to do with commission
We have 30+ roles. Do you know the nuances for 30+ jobs at a time? Many of which are diff jobs than the previous 30 we had last qtr. We can tell you soft skills, basic fit, salary and interest. The rest is on you and your panel. Case closed. Much of this feedback is “I didn’t want to partner with a recruiter I just wanted them to magically serve me on a silver platter” and I’m overrrrr iiiiitttttt. Feel bad for some of y’all’s recruiters.
What about internal recruiter / HRBP relationship?
I've been both- and I feel irregular communication between the two can be worrisome.1. Recruiters don't keep HRBPs updated about the progress on the roles/ market trends, job market etc and most hiring managers reach out of HRBPs to ask about updates on the roles and they are clueless. 2. HRBPs don't update recruiters on timely on new developments around the roles after they've initiated the process of sourcing extrrnally(transfers within the team, internal references etc). I feel both recruiters - hr partners need to have seamless communication to avoid chaos.
In my org (and many before current) these folks are supposed to act as “Talent Partners” not solely recruiters, and my pet peeve is when they don’t truly act as partners to the business units they are working with. Such as, not getting to know the business well enough, not really diving deep into the hiring manager needs, and overall operating transactional and surface level instead of strategic. If these folks were solely Recruiters or Talent Coordinators it might be a different story as they learn. I’ll also second where someone else mentioned Communication - this can be a challenge as well, especially as an HRBP where I try to work with a high level of communication and transparency with my whole HR team.
This thread makes a lot of thoughtful and I think useful points but I can’t help but think about a recruiter’s ability to go so in depth if they are given too heavy of a load by the business where there isn’t available time in an 8 hour day to go this in depth. As an HRBP do you think this is something ever thought of or taken into account? (I don’t mean this facetiously either, genuinely musing out loud)
Well this was fun.
This is for internal. Recruiters who don’t communicate effectively with the HRBP. Recruiters are the first point of contact to the firm. Candidates sometimes tell them about upcoming vacations that aren’t negotiable, wanting to be put in the green card process, or other requests/requirements. Sometimes recruiters don’t pass these along and it gets messy with the individual and causes everyone a headache. My other pet peeve is recruiters who always close candidates at the top end of every range even when not necessary. I get the job market is hot and their priority is getting someone in but going big is not always necessary. I spend a lot of time reviewing offers and pushing back on various components and try to drive consistency based of experience/ skill set.
I'm not sure what type of Recruiters that you all are working with. Sounds like early career folks. Recruiters and HRBPs should be partners.
They allow hiring managers to hire people who are not a culture fit in order to just get people in seats.
Could not agree with you more!!
I spent a great deal of time dealing with mistakes made by recruiters: telling candidates inaccurate info, mistakes in offer letters, not canceling after someone declined resulting in them getting paid. The list goes on and on and on.
Most of these things are in fact recruiter mistakes. Except maybe the person who got mistakenly paid. It is the recruiter’s job to be honest in what they tell people, to proof read offer letters, etc. I spent countless hours fixing these things because recruiters just get people in and then I cleaned up their mistakes
That recruiters think that we don’t do anything else but staffing