3 ms·
If you're having this problem, your first step is to get the recruiter out of the process. Start screening all resumes yourself. I've had some bad experiences
by apeace 4y ago
If you're having this problem, your first step is to get the recruiter out of the process. Start screening all resumes yourself.
I've had some bad experiences with recruiters, both in-house and otherwise, and I feel they usually get screenings wrong. But there's an even more important reason for you to take over this process now: you don't know where your dropoff is.
You need to get familiar with what's going on. Are you not getting any good resumes? If so, then the problem is your outreach. Are you getting lots of great resumes but they drop off after the first call? Then the problem is your sales pitch on the call.
If it's your responsibility to fill this position, then it's time to get your hands dirty in the data and figure out where the problem is.
Without more data on where you have dropoff, these are my takes on your process:
- The other commenters in this thread are right: the 4-hour assignment is likely a huge issue. I'd be shocked if you didn't have a huge dropoff there. There's no incentive for senior engineers to do this type of thing, because so many companies want to hire them. It's better to take your chances on someone who seems good, and be prepared to fire them if it turns out you're wrong.
- You should put a salary range in the job posting. You said "benefits and salary are good", but literally the only reason to not list these things in a posting is if they're not actually that good. You may need to pay more for someone very senior. They may be expecting more -- even substantially more -- than the person who just retired.
- devoutsalsa 4y agoMaybe a good short term solution. But training the recruiter to screen effectively is what you really want. Unless you have enough time to do everything, you can’t have the attitude of doing the work of people who you view as ineffective. Learn how to delegate more effectively, part of which is getting the right people.
- bstpierre 4y ago> You said "benefits and salary are good", but literally the only reason to not list these things in a posting is if they're not actually that good. The other reason I have seen a reluctance to put salary in a job posting is that some companies may not want their current employees to know how much the new hires are getting.
- phil-martin 4y agoThat is a real problem, one I hope will be solved through more transparency in the future, rather than less. It is a tough problem to crack from the businesses point of view. They need to have enough capital and profit to ensure that current staff are compensated at a competitive industry rate, but also hire at the same time to get the business goals met to get that revenue, and so on and so on.
- krageon 4y agoThankfully both of those issues indicate a company where nobody should work, because they're toxic.
- matsemann 4y agoIt may vary from market. But here in Norway, I get cold-called or cold-emailed by multiple recruiters a week. They are all useless. They know little of the role outside the ad. They can't answer any questions. The only "value" they provide is spamming people and annoying them. So I'm boycotting every company using an external recruiter to contact me unsolicited.