When born with superpowers and upon the day of realization – the first step in the life of a Super Hero or potential Villain is the careful choosing of the name – or at least, that’s how it happens in the movies. As a Head Huntress, my first obvious choice would be The Head Huntress of the World or The Princess of Placement; however, in reality based upon an average day, my name should truly be something like The HR Defeater or perhaps Requirement Rambo or even on a good day The Feedback Fighter. What is my super power you ask? I have the same superpower every good Recruiter has – a facility for communication.
Often times in this crazy world of staffing, an average day can feel like an obstacle course or often times – a war zone. First, jump over the pond of requirements not truly needed but added for no particular reason, crawl under the HR radar, narrowly avoid being shot by the laser beams of HR mistrust, walk the tightrope of candidate love/hate, and lastly – fight the dragon of client non-response. And just when you think you’re safe in your trench – KABLOW!!!! You’ve just stepped on the mine of last minute negotiations and counter offers. However in this war, instead of a sword and shield – I have a laptop, telephone, occasionally a really good quality gel pen…. and my superpower.
Despite current economic problems and a large portion of our talent slated to retire, the business of staffing is still quite strong. Clients need talent, and the talent needs work. Seems like a win/win equation. However, somewhere along the way, our superpower, our ability to communicate, is turned against us and we find ourselves struggling with either the candidates or HR or a client for clarity. To my fellow super-recruiters out there; how do you combat the Kryptonite of a lack of clarity and non-response?
Thursday, September 18, 2008
Thursday, September 4, 2008
Where is MY tall, dark, and handsome???
The executive team meets – an agreement is reached. The job description is written, then passed on and edited, and revised, and reviewed, and edited to include the typical “works well with others” sections – and TADA. You have your typical job description.
I often liken job descriptions to personal ads just as I have likened recruiting to matchmaking. My consultants usually chuckle when I give them the following analogy:
“Job descriptions are like personal adds. If you’re looking for a wife or husband or soul mate, you put EVERYTHING down that would make someone perfect for you. For the ladies – tall, dark, handsome, successful, a great cook, loves kids, athletic, protective, great sense of humor, loves the theater and opera. However, when push comes to shove, we’ll relinquish a few once we meet our next-to-perfect. Maybe he’s shorter than we had hoped or not a world renowned chef and maybe.. just maybe.. he’s balding. It’s the same with companies and job descriptions – they will often relinquish a few must haves to get their next-to-perfect. Because lets face it – it’s very few and far between that Goldilocks strikes our lives and gives us that – just right.”
They giggle, and think back to a personal ad they’ve read or potentially written. And the lightbulb goes off – maybe I have a shot.
Putting this down makes me wonder – how often are we discounting candidates because they’re not “just right” instead helping them understand they could be “next-to-perfect?” Are we working with our candidates to help them sell themselves or simply doing those key word searches hoping with our fingers crossed to find our elusive Goldilocks?
I often liken job descriptions to personal ads just as I have likened recruiting to matchmaking. My consultants usually chuckle when I give them the following analogy:
“Job descriptions are like personal adds. If you’re looking for a wife or husband or soul mate, you put EVERYTHING down that would make someone perfect for you. For the ladies – tall, dark, handsome, successful, a great cook, loves kids, athletic, protective, great sense of humor, loves the theater and opera. However, when push comes to shove, we’ll relinquish a few once we meet our next-to-perfect. Maybe he’s shorter than we had hoped or not a world renowned chef and maybe.. just maybe.. he’s balding. It’s the same with companies and job descriptions – they will often relinquish a few must haves to get their next-to-perfect. Because lets face it – it’s very few and far between that Goldilocks strikes our lives and gives us that – just right.”
They giggle, and think back to a personal ad they’ve read or potentially written. And the lightbulb goes off – maybe I have a shot.
Putting this down makes me wonder – how often are we discounting candidates because they’re not “just right” instead helping them understand they could be “next-to-perfect?” Are we working with our candidates to help them sell themselves or simply doing those key word searches hoping with our fingers crossed to find our elusive Goldilocks?
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