Talent Crisis: Managers who don’t recruit

In the June 2, 2015 Ask The Headhunter Newsletter, a reader wonders what the problem is with employers. They really can’t find the hires they need??


Why do companies seem to have such a hard time finding the people they say they need — the “talent?” I apply for jobs that I know I’m a fit for based on what they say they need. We do a short dance, and they stop talking to me and move on to the next applicant. Most of the time I’m talking to Personnel. It’s not just me. I know several very successful people out of work who keep having the same experience. Is it us, or the employers?

Nick’s Reply

We’ve been discussing how human resources departments, technology and job boards contribute to the problems employers claim to have when trying to hire the talent they need.

But I think the real solution lies not just in eliminating the artificial obstacles to recruiting and hiring. Employers must learn how to actively do it right. And there’s no mystery about how to do it right — and no artifice in it at all.

The problem you and your friends face is that you’re not being recruited. You’re being solicited. Recruiting right doesn’t require more technology or more investment or specialists of any kind. The best recruiting and hiring tool is already in place, waiting to be deployed.

recruitBut there’s the rub. Very, very few employers deploy the army of recruiters that already exists in their ranks. Line up 10 managers and they’ll give you 10 different answers to the question, What is your No. 1 job function?

You can take all the skills of all managers and pile them up and they won’t outweigh the one most important skill of a good manager: hiring great people.

If a company keeps failing to hire great people who stick around and do profitable work, then it has to take a look at how good its managers are at this one function.

Every manager’s No. 1 job

Managers who hide behind HR — or who fear HR — don’t deserve the title. Managers who don’t recruit should be sent packing.

If managers are not personally spending at least 20 to 30 percent (that’s one to two days per week) of their time identifying, meeting, cultivating, recruiting, interviewing and hiring great people, they’re not earning their keep. Hiring is every manager’s No. 1 job.

I know this will shock many managers (and HR executives), but hiring is not and cannot be HR’s job. In fact, HR needs to get out of the way entirely — and leave recruiting up to the managers who run the departments that do the work, and that understand firsthand the tasks and tools required for the business.

Just ask anyone who has ever interviewed with an HR representative: Did HR demonstrate any expertise in the skills it was judging you on?

Only managers can do that. And it’s time they started doing their jobs and making their companies proud. I’ll bet they’d make job seekers happier, too — because interviews would suddenly become more relevant and intelligent. And HR could go back to processing payroll.

Judge employers by their managers

For job seekers, it’s worth judging employers by who’s on the front line of recruiting. Does the hiring manager make first contact with you, or is that a personnel jockey calling? (See The Recruiting Paradox.) What do you imagine would happen if you referred just-say-nosuch calls to your administrative assistant (or agent) — instead of talking to the employer yourself? The employer would be appalled, of course. So, why should you be fielding calls from administrators when you’re being recruited? Where’s the manager that wants to hire you?

My point is that job seekers — especially when contact is initiated by the employer — should politely request to have that first discussion happen with the hiring manager, or no dice. No resume. No filling out applications. No employment tests. No social security numbers. First let’s see what that hiring manager has to say, and if it’s worthwhile, go from there. Hey — we all need to weed out the tire kickers, right?

If you’re afraid you’ll “lose an opportunity,” consider this: Most inquiries from employers go nowhere. But you already know that. The ones that lead to a job usually start with the decision maker. No manager is going to sacrifice a candidate he or she really wants to meet if the candidate declines to talk to HR first. The rest are tire kickers.

I think that’s the approach you and your friends need to start taking. Assert yourselves. I think there’s nothing to lose, and you may very well get an audience with a real decision maker.

Here’s a heads-up for all employers: The talent crisis is managers who don’t know how to recruit. The shocking solution to the “talent problem” is for managers to do their own recruiting.

How does “the manager’s No. 1 job” rank in importance at your company? Would you rather be recruited and interviewed by an actual manager, or by HR? When you are rejected, who rejects you: HR or the manager who would hire you? Why do companies put middlemen in the hiring process, when middlemen just bog it down and lead to errors?

: :

Employer Fined for Stupid Recruiting

New Jersey is the only state where it’s illegal to publish job ads that exclude unemployed people. Is that because New Jersey has especially stupid employers, or because New Jersey is the first state to recognize that there are too many employers everywhere that behave stupidly?

Does it matter? Here’s what matters: The company that took the first bust under this new law reveals a lot about Stupid Recruiting.

CEO J. Michael Goodson explained Crestek’s recruiting strategy. The job posting for a service manager included the requirement, “Must be currently employed” because Crestek wanted someone “at the top of their game and not people who have been unemployed for 18 months.”

Now for the punchline: According to the Star-Ledger, Goodson “spent three years seeking the right person and sifting through resumes was time-consuming…” [Emphasis added.]

Recruiting is hard work: You have to sit and wait an awfully long time.

This $185 million company spent three years trying to fill a position so important that the CEO waited leisurely for a resume to come along and nibble on his job-ad line. Translation: Hiring what comes along. Gee — I wonder how much it cost Crestek to leave that job unfilled for three years while Goodson sifted incoming resumes. Did it ever occur to Goodson to go out and find, cultivate, cajole, steal and otherwise recruit the person he needed?

The Talent-Shortage Brain Fart

Waiting for job ads to deliver a top candidate to your front door is like waiting for customers to show up. Doesn’t Crestek have a sales force that goes out to find customers? Then why doesn’t Goodson get out there to find top talent? Why is this company banking its future on want ads? I can see Goodson’s next initiative: Fire the sales force and run more ads!

Why did this company resort to warning jobless applicants away? “This was the only time we ever advertised that way and we only ran it when the other ads failed to produce any viable candidates.”

Ahhh… this was an experimental, state-of-the-art job ad. A new way address the talent shortage. A brain fart.

Remember the talent shortage? 4.2 million Americans are out of work, and almost half a million of them in New Jersey. Not one qualified applicant came along while Crestek was dipping its line in the water. Must be the talent shortage at play — or poor management?

Stupid Recruiting: A sign of lousy management

Says Goodson: “For this job, I wanted somebody that’s in the service business and is employed. If someone is out of work for 18 months, my concern would be that their last job was in a bakery or pumping gas.”

If I were looking for a job at a good company, my concern would be that the service manager’s job at Crestek was empty for three years because the CEO didn’t know how to fill it. I’d wonder whether the the company might be better off if the CEO would go pump gas.

Running ads and waiting for Mr. or Ms. Right to show up at your company is passive recruiting and poor management. Now that the CEO has tripped over his tangled recruiting line, Crestek’s corporate resume has been updated with a rap sheet for violating New Jersey employment law. But no state in the union fines companies for Stupid Recruiting.

: :