Posts tagged ‘stupid recruiter tricks’

World’s Worst Recruiter

This cartoon is an example of what can happen if the Time to Hire metric is more important than the Quality of Hire metric. The video is 2:00:

“Did you ask her about her past?”
“It didn’t seem relevant at the time. What’s important is that I filled the job really fast.”

 

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26 August 2012 at 1:06AM Leave a comment

“I want to become a big billing recruiter!”

Peter I Heyer shared this cartoon with the crowd at the CTRN PowerBoost conference yesterday. A Day at the Recruiter Factory will look familiar to those of us who’ve done third-party recruiting. This video is 2:47:

“Do you ever work past 5:00PM?”
“I have to leave right at five because that is the end of the work day. Plus, I belong to a bowling league and that is a priority for me.”

23 August 2012 at 1:28AM Leave a comment

When Bad Interviews Happen to Good Candidates

On Execunet, Robyn Greenspan has a great article about the NotHire side: what happens when the company takes action to blow up the interview. Not every interview is a professional, and not every professional is an interviewer. Greenspan shares three of the worst:

At a dinner meeting with the CEO and other key company executives, this candidate said the questions were unusual: “What did my watch cost? Why did I buy such an expensive watch? Why did I come in a suit to dinner? How much did my suit cost? Did I know the job was in Raleigh?

“The next morning I arrived at the reception area; and after waiting 30 minutes I was escorted to a phone so an HR person in another city could tell me that there would be no interviews, and I would be free to catch a cab back to the airport,” recalled the candidate.

In the comments, several folks shared some of their worst interview experiences. Here’s Dani’s vote for the worst:

My last position was a CIO. Been in the field for 30 years. I applied for a consultancy position by a consulting firm for one of their larger customers, I worked for before, and have intimate knowledge of the position and need.I was interviewed by a junior 22 year old HR rep. She had no idea what the position was about, nor the customer or his need, had no clue what are the abilities and qualities needed for the position. She asked superficial questions right out of a stenciled page, and did not understand the answers.

I knew for a fact that they could not hope for a better suited candidate, they should have grabbed me, but “there was nobody home”. Their loss. So the moral is – Assign an appropriate interviewer for each candidate or position.

Good point.

JoeG recalled an experience that has given hives to some recruiters, with a natural disaster layered on top:

I did have an interview situation where two people from the same company were interviewing in our offices at the same time. One knew about the other, but not vice versa. We carefully arranged to keep them in different parts of the small office and to avoid one seeing the other.

Except, a tornado happened to come along. We evacuated everyone into a central conference room to wait for further instructions. The two candidates got to laugh at their predicament much like two Baptists running into each other in the liquor store. No one died in the making of this anecdote, however.

Dave mentions his experience:

During the interview the hiring manager mentioned FIVE times she had an IQ over 200. Plus, she said “Well, you probably don’t.” Really??After the fifth mention, I told her the interview was over since I was interviewing her, just as much as she was interviewing me. She was shocked!

HR was horrified when I mentioned this at the post-interview wrap up. This company was one of the financial firms that went defunct in the last few years. Go figure.

There’s more, and some good sharing in the comments, on the original posting. Check it out here:

http://insights.execunet.com/index.php/comments/when_bad_interviews_happen_to_good_candidates/your-career/more

8 September 2010 at 12:04AM Leave a comment

How Not to Hire: True Tales from the Trenches

Fast Company: Why We Hate HR

Oi! Here’s what gives my profession a bad name. My good buddy Mark is conducting a search, and had an interesting run-in with a recruiter. It is unknown is the woman is an employee, contractor, RPO recruiter or agency. But this is bad. This is why people hate HR.

Here are his own words:

As a recruiter you’ll appreciate this:

The other day, I had a phone interview with a big company in the Twin Cities, conducted by what turned out to be Ms. Young Clueless HR 2007. She asked a standard set of questions, then asked if I had any… so I asked.  She then couldn’t answer any of them. I asked basic stuff, like how many states the company had ops in, what the actual job duties were, etc. She even guessed at the location thing, “Gee, I’m not sure… ummm, 13, maybe 15 states… I dunno.”

But my favorite part was at the end when she pitched me the job by skipping over the job duties and in a sing-songy voice gave me the bullet-pointed rundown on the benefits, ending with (and I quote), “And we have a really neat 401-K!”

Really neat interview, I must say.

Later,

Mark

As one of the SHRM presidents said long ago (I’m paraphrasing), “The biggest obstacle to success in Human Resources is that there are no barriers to entry.” No wonder people say “I Hate HR!”

Image above courtesy of an insightful article in Fast Company Magazine.

27 April 2007 at 3:43PM Leave a comment


My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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