You mean the recruiter isn’t the hiring manager?

On September 21, 2020
You mean the recruiter isn’t the hiring manager?

A reader wants to hear from the hiring manager, not from a recruiter, in the September 22, 2020 Ask The Headhunter Newsletter.

Question

hiring managerI need to change employers after almost two years of stagnant pay and “nothing new learned.” But I’m fed up with what passes for recruiting. Recruiters almost never know what they’re talking about, and I don’t get to talk with an actual hiring manager until I’ve already wasted a lot of time doing the HR dance. Then the manager tells me I’m not a good candidate! Why don’t companies recruit more accurately from the start? Why aren’t they making better matches before we even get to the interview?

Nick’s Reply

You just identified a profound problem. Most employers start the hiring process all wrong. That’s why they can’t make good matches efficiently. I believe the problem arises before the job interview.

How the hiring manager gets the wrong candidates

I find that most employers and managers demonstrate poor recruiting habits. For example, why do they interview a candidate at all – on the phone, via video or in person — if they don’t already know the person’s level of expertise?

But most managers would object: “That’s why we have interviews!”

I say bunk. A job interview is not the place to vet a candidate on the most basic qualification criteria. That should be done before anyone even contacts the candidate. Leaving this crucial question for the candidate to answer in an interview is a waste of everyone’s time.

You’ve become frustrated because you should not have been recruited to begin with. The rate of hires made to job candidates considered is so poor because employers and their HR departments haphazardly recruit and encourage anyone to apply. These wrong candidates flood employers with so many resumes and applications that HR must turn to software and algorithms to “analyze and sort” the wheat from the chaff. But when an employer turns on a fire hose of job applicants like this, it is creating its own problem!

How many candidates do you need?

Hiring-software maker Workable reports that before filling a job, the average company considers 19 “qualified” candidates. Qualified means the candidate has moved to “promising” or “call” stage of the process.

That’s actually one of the low estimates. Lever, a recruiting software firm, reports that it takes 189 candidates to fill data-related jobs like data scientist, analyst or security specialist. Sales jobs require the fewest candidates: 43.

Lever also finds that hiring involves nine or 10 “runaway processes” from initial candidate contact to job offer. Google, for example, has required 15-25 separate interviews to judge one job candidate.

Multiply that kind of hiring overhead by the cost of HR, management and interviewer time and employers are more frustrated than you are, even if they act like they don’t know it.

How many candidates does an employer really need?

Hiring managers are the best recruiters

What I’m about to say will not help you unless you can find companies that recruit and hire smart by turning this important process over to people that can do it right.

I believe recruiting can be more efficient — and hiring more accurate — if managers did their own recruiting. Who else is better qualified to recognize and identify the talent necessary to do a job? (Anyone in HR that scoffs and says managers are terrible at recruiting isn’t managing its management resources properly!)

There is evidence that when managers recruit via their trusted professional contacts, and verify candidates’ skills and reputations by polling their professional communities, hiring is not just more efficient – the quality of hires is better and new-employee turnover is lower.

The “HR dance” hurts employers and job seekers

Recruiting and hiring are a big job that HR should stop trying to do. Everyone loses when hiring managers don’t do this job themselves. That “HR dance” has lots of bad ramifications.

SHRM reports that, under the prevalent recruiting and hiring processes, up to 38% of hires quit before their first year is up. The employer must again incur the overhead cost of “nine or 10 runaway processes” and “15-25 separate interviews” to refill the same jobs!

This hurts you, the job hunter, because you have to change jobs again.

Why hiring managers can do it better

Jobvite reports that the “most effective” source of hires – that is, the source that drives the most actual hires – is hiring managers. When they actually do it, hiring managers recruit and hire almost three times more candidates than a company’s own HR department does (19.35% vs 6.61%).

I’ll stick my neck out and suggest why hiring managers are more successful at bringing the right people on board. My own experience tells me it’s because they turn to their networks of trusted contacts when recruiting. (Surprise! This is also how good headhunters recruit!)

While HR posts a job and pushes over a hundred applicants through nine or 10 processing steps (“the dance”), a hiring manager finds and talks with perhaps three highly qualified candidates.

But, without a job posting, where does the manager find them? In the manager’s professional community, after asking a few respected contacts, for example, “Who are the best PHP programmers you know?”

Those contacts make only good referrals because their professional relationships and reputations hinge on it. They want to keep the respect of their dance partners. There is no fire hose.

Managers talk shop

What do hiring managers do differently than HR recruiters? Jobvite says that 43% of new hires leave a job “because it wasn’t what they were expecting.” But why is that surprising, when the candidate’s first contact with a company is with a personnel clerk or recruiter that doesn’t understand the nuts and bolts of the job? Hiring managers are naturally better at discussing the job and the work with candidates. Candidates like you expect a recruiter or interviewer to actually be able to talk shop  on your own level!

If an employer wants to avoid losing almost half its new hires in their first year, it needs to make sure all candidates get the job they were expecting. The best way to ensure that: let a hiring manager (or a credible member of the manager’s staff) be the first person a candidate hears from.

But you’ve already seen that this is not how it works. SHRM reveals a dirty little secret that surely all its HR management members are aware of. Hiring managers recruit new hires only 16%-18% of the time. Given the implications of letting someone else do this critical job, why does any employer permit someone in HR to do the recruiting 51%-73% of the time – when this results in lower hit rates and massive turnover of new employees?

Start recruiting and interviewing the right candidates

Screening candidates who come in over the transom is a fool’s errand. It takes a lot of time, costs a lot, and imposes ridiculous failure rates. This reductionist approach yields too many – if not all – wrong candidates.

HR posts jobs and solicits applicants in bulk. For the most part HR selects “who comes along.” HR does not go out and find its candidates via trusted sources in the company’s professional community.

Hiring managers pursuing highly recommended candidates through personal recruiting not only gives a company a higher hit rate; it ensures good hires that stick around.

If a manager doesn’t already know a software development candidate is competent in jQuery, for example, then why have the interview at all? Maybe the keyword “jQuery” isn’t even a critical criterion for pursuing the candidate. What if the hiring manager’s trusted source says, “This candidate hasn’t used jQuery, but I recommend them highly anyway because they’re quick learners who have used related tools.”

Who recruited you?

When hiring managers are left out of the initial recruiting effort, recruiting is by definition dumbed down. When HR, which usually lacks subject matter expertise and insight, makes the first cut of candidates, then the likelihood of meeting the wrong candidates increases. That’s also how employers miss out on the very best candidates – and then waste precious time sorting through more candidates.

If you want to avoid wasting your time, look at who is recruiting you.

There is a reason why most jobs are found and filled through personal referrals. It works best. And there is a reason why better matches aren’t made: The recruiter isn’t the hiring manager!

Who recruited you the last time you got hired into your favorite job? If you’re a manager, do you agree you’re the best recruiter for your team? If you work in HR, or you’re a recruiter, do you buy what I’m saying? What other methods of recruiting might make better matches?

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The campaign to kill HR

On August 20, 2018

In the August 21, 2018 Ask The Headhunter Newsletter we take a hard look at the death of HR at the hands of database firms that make money when you don’t find a job — and when employers don’t fill jobs. Can HR be saved?

hr

La mort de HR

A company’s best hope for finding and hiring great workers is its own managers, because they know the work best

HR (Human Resources) may be a close second — when HR actually goes out to look for and recruit workers.

But ZipRecruiter, Indeed, LinkedIn and a league of database companies have succeeded in killing HR’s recruiting role — and the initiative of hiring managers.

Stripped of the function that once gave HR bragging rights for a company’s most competitive advantage — hiring great workers — HR now serves as little more than the fire hose that overwhelms companies with millions of inappropriate incoming job applications, and as the spigot that pours billions of corporate dollars into the pockets of database jockeys who know nothing about matching real people to real jobs.

Killing HR in 30 seconds

This is what the wildly successful marketing campaign to kill HR looks like:

This commercial — and others like it — have literally killed recruiting because they have replaced it in employers’ minds with a substitute that has no nutritional value.

Here’s how an HR vice president with a Fortune 50 company put it to me when the online “recruiting” industry first launched its brainwashing campaign:

“Executives from the online job boards wine and dine our top executives so relentlessly that virtually every dime of our recruiting budget now goes directly to them. I can’t get a few bucks any more to take a candidate to dinner to actually recruit them!”

A massive marketing campaign driven by database jockeys has replaced people — workers, job seekers, the actual talent — with automated streams of keywords and database records. Employers have de-funded real recruiting to the point where the task no longer has anything to do with actively pursuing, seducing, cajoling, convincing the best people to join your company.

A powerful, long-running marketing campaign has successfully sold the idea that “recruiting” no longer requires talent to do it, like other jobs require talent. “Recruiting” is now the automated churning and turning of databases. (See Job boards say they fill most jobs. Employer says “LMAO!”)

How can a 30-second commercial kill an entire profession?

The insecurity of HR

The success of this campaign to automate recruiting and bury HR is due not only to its persistence, but to the acquiescence of the HR profession itself.

With few notable exceptions, HR executives and professional associations across the board have slit HR’s throat and outsourced HR’s key job to database jockeys who have wowed them with “high tech solutions.” The HR profession as a whole was never very secure in the C-suite, and never very bright, so it folded quickly when fast-talking salespeople embarrassed its leaders with big terms like “algorithm” and “database” and “intelligent agents” and “semantic processing” — terms so misapplied and misconstrued in the HR context that they are laughable.

Loathe to admit their ignorance, HR leaders feigned excitement while their “HR consultant” brethren fed them white papers about the newest “best practices” that should be “implemented in software” immediately. (See HR Technology: Terrorizing the candidates.)

So, HR arrived fully brainwashed into a new era and promptly ran the talent ship aground in the shoals of the job boards, taking big parts of the economy down with it.

The brainwashing of HR

TV commercials like the one above from ZipRecruiter pound four dangerous ideas into the heads of corporate leaders, HR executives and hiring managers.

  • Recruiting and hiring are nasty work nobody wants to do.
  • Recruiting and hiring are very difficult tasks.
  • Nobody is good at recruiting and hiring.
  • ZipRecruiter (and Indeed and LinkedIn and other database companies) will do it for you if you pay them.

The trouble is, none of that is true. Those are some of the most dangerous lies ever created by marketing copy writers.

Count the lies

Recruiting and hiring are mission-critical tasks best done by you and your company — face-to-face, not by diddling a keyboard to pay a middle man who pretends to do it for you. Recruiting and hiring are so critical to your company’s mission that leaving them to firms that have no skin in the game is not only irresponsible — it’s an insane fool’s errand.

So, is it insanity or foolishness that leads employers and their HR departments to buy what the database jockeys sell under the guise of “recruiting?”

Please watch the commercial above. It’s short — 30 seconds. Here’s what the guy says:

“Hiring was always always a huge challenge. Endless hours on job sites with not a lot to show for it. Then, I found ZipRecruiter. They figured out hiring. I post my job. They put it all over the web. And they send me the right people. Because their technology is smart. ZipRecruiter often sends me the right person in 24 hours.”

Count the lies.

1. “Hiring was always always a huge challenge.”

The truth: Hiring is your job; your number-one job. When ZipRecruiter characterizes hiring as something “huge” — something beyond you and your company — Zip disparages you and insults you. It also convinces you that the most important part of your job is a problem you should unload.

2. “Endless hours on job sites with not a lot to show for it.”

The truth: If you’re spending endless hours on job sites, diddling databases, and sorting keywords, then I guarantee you have nothing to show for it — because that’s not where hires come from.

But that’s what ZipRecruiter sells — databases and keywords!

Zip, Indeed, Glassdoor, LinkedIn and countless others of their ilk sell an excuse for not recruiting and hiring.

If you want something to show for your recruiting efforts, invest your time participating actively in your professional community, cultivating and meeting the movers and shakers and opinion makers who know all the best workers. Share valuable experiences with your peers and they will lead you to great people you can hire. No one ever wasted their time talking with peers.

3. “Then, I found ZipRecruiter. They figured out hiring.”

The truth: This is the biggest lie. ZipRecruiter and its ilk have not figured out hiring. They figured out their own business plan: how to make money.

The marketing trick is to convince you they are on your side, helping you do your job. But spend 10 seconds thinking about the business model behind these operations and you will see the blinding flash of the obvious:

  • These companies make money when you do not fill jobs.
  • They make money when you keep searching their databases looking for hires.

If ZipRecruiter had figured out hiring, its home page and its marketing would blare out audited metrics about employers’ success rates when they pay Zip for lists of job seekers. But that’s not what Zip has figured out, and it’s not what Zip is selling you or what you’re paying for.

Here’s what ZipRecruiter blares out on its website — this is what your company is paying for:

ZipRecruiter makes money when you keep paying for job applications — not when you fill jobs. I can find no metrics on Zip’s website and no evidence that ZipRecruiter has “figured out hiring.”

If you work in HR and this strikes you as an unreasonable criticism, call me when ZipRecruiter starts charging you only for the applicants you actually hire.

4. “I post my job. They put it all over the web.”

The truth: If you work in HR, or if you’re a hiring manager — you know, one of those people who pays ZipRecruiter to deliver millions of candidate applications — you can put your job posting all over the web yourself. While it’s true Zip does that, too, you don’t need it. The secret sauce of the web is that it’s designed so anyone can find anyone else easily.

Why would any HR manager with a brain want their job opening posted “all over the web?” What you get for that is 49,106,149 candidate applications. Is that what you really want? Because more is not better. Perhaps the single biggest talent problem HR faces today is overload. Having access to every resume on the planet — but no way to find actual people — has resulted in a kind of catatonia that HR executives disingenuously refer to as “the talent shortage.”

5. “And they send me the right people.”

The truth: ZipRecruiter makes no claims about how often it sends employers “the right people.” That’s left to the actor playing the restaurant owner in the commercial.

Let’s do a reality check. Not to pick on ZipRecruiter alone, let’s check another major “online recruiting service,” Jobvite.

In an April 4, 2018 press release Jobvite “announced that it has surpassed one million jobs filled, with 270,000 hires in 2017 alone.” Then it claims, “Nearly 54 million jobseekers [sic] visited a Jobvite-powered hiring website in the past year.”

We’re looking for success metrics. Do the math. 270,000/54 million is 0.5% — a one-half of one percent success rate for job seekers. While one might argue that there cannot possibly be a job for every job seeker, the more evident problem is that a robustly designed system should not indiscriminately snort 53,730,000 job seekers just so it can spit out a fraction of 1% into jobs.

Finding the best people to recruit is not a database problem.

Hiring is not a database problem.

Let’s do another reality check. ZipRecruiter claims it has “over 8 million jobs.” The U.S. Department of Labor reported on June 5, 2018 that there were only 6.7 million jobs available during the month of April. Ask any job seeker — they already know something is very wrong with all those job postings.

Let’s ask the restaurateur, just who are the “right people” for 1.3 million non-existent jobs?

6. “Because their technology is smart.”

The truth: The manager in the commercial closes his laptop after apparently posting a job.

How has ZipRecruiter solved his “huge challenge” of hiring so quickly? How has Zip made it so easy for him to find talent?

It’s frighteningly stupid. Zip has eliminated the very best filters in the hiring process. Zip has cut out all the humans with specialized training in Human Resources, Engineering, Finance, the restaurant business, and a multitude of other professional disciplines — all the humans who are qualified to judge the myriad qualities that make the best candidate special. None of them are needed in this business model. Zip has made it all easier by replacing expert judgment with recruiting technology so trivial it has generated a false talent shortage.

Yep, the truth is, all you folks in HR are superfluous. All your company needs is someone in Accounting to make an automatic payment to ZipRecruiter, Jobvite, and any of the other databases loaded with millions of job seekers. (See HR’s submission to ZipRecruiter.)

Ask any job seeker. They’ll tell you they feel like a drop of water in a fire hose turned on employers — one of the 49,106,149 applicants delivered in the sales pitch Zip makes to employers.

Except when Zip promises just the one right person, delivered the same day.

7. “ZipRecruiter often sends me the right person in 24 hours.”

The truth: ZipRecruiter doesn’t dare tell you just how often the woman in the video — who just waltzed into the restaurant — gets hired. (The marketing magic implies she gets hired instantly, the first time.)

Zip offers no success-rate metrics (audited or otherwise) about hiring or getting hired. The guy in the commercial does that.

ZipRecruiter CEO Ian Siegel has raised tens of millions of dollars in venture funding for his company (see recode), valuing it at close to $1 billion. While he offers no explanation on his website about how he finds jobs for people — or how he fills jobs for employers that pay him to deliver tens of millions of job applications — he says he wakes up every day thinking about it.

I think he wakes up each day counting the HR departments he has laid to rest while their recruiting budgets have been redirected to his coffers. I’d like to introduce him to the former HR executive who told me, “I can’t get a few bucks any more to take a candidate to dinner to actually recruit them!”

If Siegel and his ilk are to be recognized for anything, it’s for a business model that produces profits without results. They have designed marketing campaigns that have killed off HR and what was once known as recruiting.

They don’t make money when jobs are filled. They make money when you don’t fill jobs and don’t get hired. Their business model requires that you keep paying to search their databases.

If HR is going to be brought back to life, it has to remove its recruiting prosthetics, shake off the ZipRecruiters and Indeeds that are sucking its blood, and flex its hiring muscles again. A company’s best hope for finding and hiring great workers is its own managers and a healthy, robust HR department.

Your turn

I just showed you a TV commercial that I think undermines and insults HR professionals, hiring managers and business owners by trivializing one of the most critical tasks in any business — hiring. But ZipRecruiter is not alone. We’ve discussed the stunning failures of Glassdoor, Indeed, LinkedIn, Monster, CareerBuilder and TheLadders, among others.

Here’s another example of a commercial that kills HR — from Indeed. Can you find the holes in this “#1 job site” and explain to us how the commercial corrupts HR and undermines effective recruiting, hiring and job hunting? Or am I unreasonable and nuts?

Is HR really dead? Is real recruiting a dead art? Are these commercials a marketing plot to undermine the hiring process so database jockeys can profit from the resulting mess? Maybe you think our modern hiring systems are just fine. If you think some other bugaboo makes it unreasonably hard to hire and get hired, please tell us what it is.

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How employers help scammers steal your Social Security number

On August 11, 2014

It was inevitable: Scammers are stealing job seekers’ identities using over-the-top interview protocols established by employers to gather sensitive personal data. Have employers gone too far demanding too much of job applicants before they even need the information?

Great news! A well-known employer in your area sends you an e-mail saying it wants to interview you by phone — they found your resume online or your profile on LinkedIn. You answer the phone at the appointed time and have a job interview. Perhaps the interviewer makes an offer on the spot — your lucky day! He helps you complete the job application right there on the phone. What’s not to like?

steal-ssnHighmark, a BlueCross BlueShield healthcare company, warns on its website that the interview you think the company just conducted with you was a fraud — and someone stole your private information in the process:

Important Notice
Recently, Highmark has received several reports of possible fraudulent online activity in which an individual posing as a Highmark human resources representative contacts job seekers by e-mail or phone/text, conducts interviews and makes employment offers on behalf of the company. In most instances, those contacted have never applied for a position with Highmark. These false job offers are likely made in an attempt to gain access to your private information, such as your social security number.

— Warning posted on Highmark’s Careers page, detailed further in this notice

While fake online job postings are common and used to get you to fill out forms with personal information that can be used to steal your identity, this fraud is bold. Someone posing as a well-known employer actually calls you up and interviews you — and by the time it’s over you’ve got a phony job offer and the scammers have your very real social security number and other private information.

How can this happen?

An alert job seeker might recognize a phony e-mail address behind the official-sounding name of the company and the recruiter. But some won’t. Job seekers are understandably excited to get an e-mail asking for an interview and will quickly follow the “script” we’re all accustomed to — an e-mail expressing interest, a phone interview with a recruiter, and an intimidating demand for highly detailed “job application” information that includes private personal data that no employer really needs — but demands anyway.

Of course, not all victims will believe they just got a job offer on the phone without an in-person interview — but some will. And even if the “recruiter” doesn’t make an offer on the phone, he makes it awfully easy to “complete the application” on the phone while he does all the writing for you. He’ll even write down your social security number and your home address and phone number. What’s not to like?

How employers help scammers steal your SS#

Employers have programmed job seekers to quickly disclose private, confidential information — when there’s no real benefit to doing so, but lots of risk. Long before the employer decides you’re even a serious contender for a job, it demands your home address, your social security number, names and contact information of your references and permission to contact them, your salary history (which you should never disclose) and loads of other information that’s none of their business at this juncture and which they don’t even need. (When you fork over your references, you’re putting them at risk, too — probably not a good idea if you want good references!)

Why do HR departments routinely demand all this information? Simply because they can. You’ve been trained to  deliver “the required information” just to apply — while the employer hasn’t even checked your qualifications or indicated the slightest interest in talking with you much less hiring you. (See Does HR Go Too Far When Screening Candidates? — especially comments by HR manager Earl Rice. As you’ll note from the 2003 date on this article, this is not a new employer protocol.)

That’s why you become an easy target for scammers. Scammers exploit the intimidating “script” employers have taught you to follow. That’s how unreasonable, over-the-top job application requirements put you at risk. But it’s even worse.

Where’s your data?

Even a real, live employer that collects your private information puts you at risk. Many employers use third-party applicant tracking systems (ATSes) to log your application information and personal data. It all goes into “the cloud” — and good luck protecting it. When you complete that application, you’re usually asked to sign a waiver that gives the employer and its “agents” (translation: any third parties it deals with but that you don’t know about) permission to do with your data as they please.

You have no idea where your data goes, who has access to it, or how well (if at all) it is secured. Personal job application data is stored in unregulated, central repositories that even employers have no control over. Who controls these enormous databases? Companies like Oracle Taleo, Bullhorn, HRIS, IBM’s Kenexa, iCIMS, JobVite, HireBridge, JobScore, and ADP VirtualEdge among others. (For more about the applicant tracking system racket, see Employment In America: WTF is going on?)

Of course, to apply for a job you must provide basic information. But it’s up to you to be judicious about what you share and at what point in the recruiting process. Do they really need your social security number — when they haven’t even met you or given you any clear indication that they’re going to make a job offer? Most people today have already been brainwashed by the employment system to hand over anything and everything an employer says it “needs” to “process you.”

BAM! It’s that misconception that turns you into a sucker when a phony recruiter calls you and asks for all your data.

It’s time for employers to behave

It’s time for employers to stop demanding information they don’t need to recruit you. Today, HR departments ask for the kitchen sink simply because they have a database for kitchen sinks. “We’ll just get all the person’s data up front, so we don’t have to do it later.” More cynically, “We’ll get all their data before we even decide they’re viable candidates because then we can use a keyword scan to quickly reject people we haven’t even talked to yet.” (Less politely: Presumptuous Employers: Is this HR, or Proctology?)

When employers put some of their own skin in the game, then they can ask applicants to do the same. For example, what’s the salary range on the job? How much did you pay the last guy in that job and the one before that? What’s your Employer Identification Number? May I see some references from your customers, vendors and former employees? How about your credit rating? You’re privately held? I still need that information — I’m privately held, too. Are some of those questions over the top? Hmmm…

It’s also time for job seekers to stop being suckers. You are always free to politely but firmly decline to disclose any information you think is too private to share — until you think it’s warranted to process your job offer. Don’t be a sucker for either a legitimate employer who asks for too much — or for a scammer. See Fearless Job Hunting, Book 8: Play Hardball With Employers for tips about how to stay in control when you’re talking with an employer.

(For more on this story, see the Pittsburgh Post-Gazette, which interviewed me about the scam: Insurer says swindler posing as Highmark job recruiter.)

Where do you draw the line when disclosing private information to apply for a job? Do employers ask for too much, too soon? How do you apply for jobs while protecting your private information?

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