All the resumes are garbage...
Joe Pelayo
1-800-786-1099 Connecting Great Talent and Growing Companies in the USA and around the world ?? for three decades.
If all the resumes you are receiving are garbage, make sure its not your fault.
Four things to remember...
Fact or False
If I want the best resumes I need multiple Recruiters...
False
You need a Recruiter who will commit to the search. An exclusive, as scary as that sounds, could be your best approach.
"If your Recruiters think that everybody has the order, guess what, nobody really works it."
Laurie O'Hanna ~ former Korn Ferry International RPO Project Leader
Fact or False
All Recruiters are the same...
False
Most Recruiters are passing through the business and quite frankly they are not in it for the long haul. Select a Recruiter who has stood the test of time. I would say 5-10+ years minimum.
Fact or False
If I really want great talent I need to build an internal recruiting team to handle 100% of my recruiting...
False
Companies with the best internal recruiting teams at the best of companies still call on outside Recruiters.
Fact or False
Recruiters know how to sell my position.
While true recruiters are typically great salespeople you know your company better than they do. You should prepare a list for your Recruiter of why someone should work at your company and spend the time to help the Recruiter understand why YOU chose to work there and what the culture is like.
Recruiters call me all the time. I'll just work with whoever calls me next...
False. Or, at a minimum, a bad idea.
You'll want to be more strategic than that and ask around who the best Recruiter is and call them. You'll get less garbage on your next search and be happier with the results.
Coach to Superheroes, Trustee and Behavioral Wealth Advisor to Influential Families
7 年Q: wouldn't the "best resumes" include data from personality assessments (i.e. Wonderlic or Birkman, et al.) to allow hiring managers to more deeply assess the candidate's fit for the organization and positions therein?
AIM, Targeted Business Development, China
7 年I find that technical recruiters in general don't understand what industrial marketing. I'm an MBA who has specialized in bringing technical products to market but I don't have an engineering degree. I here technical recruiters say ..sorry..you need a Double E, or Chemical engineering degree. When I hear this I realize the hiring manager ( who is often an engineer and can't identify, develop, and launch new products) thinks a person with an engineering degree or technical sales background is the person to drive new Market and product development. However they have no industrial marketing research background, skills managing cross functional product development teams, no understanding of channels of distribution, and usually fails to open up new markets for existing products, or bring new products through a gated product development process. I have successfully managed 48 new technical product launches. They could care less. I can't go through recruiters, I can't crack open a new position for myself unless I deal directly with the hiring manager. Even then, it is an uphill battle .
Program Manager & Continuous Improvement Leader | Supply Chain Operations | MBA | Designing and Implementing Talent Strategy to Drive Organizational Goals
7 年Joe, great post and very true. Keep up the good work. I've always appreciated your commitment to understanding the employer's culture and recruiting for cultural fit.
In transition
7 年Every edit I had on my resume said the prior one was badly done. Yet, I get hired. There are so many formats, styles, opinions...use what works.