The Woes of Corporate Recruiting

Thanks for stopping in! My name is Sam, and I work for a large automotive finance company in New England. My job title is Director of Recruiting, and for a company as large as mine, you’d expect there to be a giant recruiting apparatus, but it’s just me and my assistant. If you have a few minutes, I’d like to tell you how I do it, and more importantly, why I hate it.

Before we talk about processes, I’d just like to tell you that my office is in a busy part of the city, and is serviced by only a few drawbridges. Shipping is huge in New England and it makes traffic in the area really difficult to plan around. A lot of applicants are turned off when they discover that their morning commute may be more than an hour. I lose a lot of good people to that little caveat right off the bat.

So the way this works is the department heads regularly send me job descriptions of positions they’re trying to fill. Depending on their current projects, they might request multiple jobs at a time. It is my responsibility to fill these positions for them in a timely matter, but that’s not actually what happens at all. If they need the staff badly, they will bypass me and hire someone directly without my knowledge. This is most often the case, and my portal is full of lukewarm positions, some of which have remained unfilled for more than a year.

This also doesn’t seem to go well for them. Applicants that department heads hire through their own private methods often end up not fitting with our company’s culture, and I see them appear in my portal again several months later. Hiring should really be left to professionals who eat, sleep, and breathe hiring.

The purchasing department takes a notoriously long time to approve outside vendors. What this means is that staffing companies that have found potential employees for us have to wait around for several months before we’re allowed to proceed with negotiations. In this market, the applicants always find better opportunities. It’s a very disheartening phenomenon actually. It’s like they’re just beyond my grasp.

Honestly, it’s sometimes difficult for me to rationalize my role within the company, given that my hands are so tied. When I meet with my leadership, our discussions always tend to follow the same narrative: “If only there were an easier way for us to expedite the process of vendor acceptance.” I realize that I’m not achieving my full potential, which is frustrating to everyone, especially me.

“Hiring should really be left to professionals who eat, sleep, and breathe hiring.”

What would make this process a lot easier for me would be the ability to work with outside vendors. My contacts at GDI Infotech are constantly approaching me with applicants for the jobs I’m trying to fill. I’ve seen the resumes, they’re great. But for me, it’s like browsing in the mall with an empty bank account.

If it were within my power, I would solely hire applicants brought to me by the vendors. GDI does a great job of pre-screening candidates, and this includes the subtleties, like narrowing out the candidates that don’t agree to the travelling stipulations, that type of stuff. Working with such a vendor, my only responsibility would be to provide interviews and extra quality assurance to the candidates they’ve found… I can dream, right?

-A fictional account by Jack Virag

#corporate #employment #jobs #recruiting