Why recruiting is broken.

What is wrong with the professional world these days?? Where is the honestly and integrity and furthermore, why do some companies feel it is OK to make candidates jump through hoops, only to change the scope of the role at the last minute. It’s like the old bait and switch scam.

?I often read about candidates who complained about the recruiting process but couldn’t really relate because the process I ran with my clients was open, honest and transparent.? But I’m learning – especially this last year – that is definitely the exception to the rule.

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For example, one of my clients who I am coaching is an experienced professional in the not-for-profit sector.? She has nearly a decade of solid experience developing and implementing programs and events and has managed hundreds of volunteers, created training and coaching programs, recruited volunteers, managed them and rewarded them.? When she decided it was time for a change because there was limited upward mobility in her organization, she reached out to me for coaching.? She was fortunate right out of the gate to have been offered a great role.? After the verbal offer was extended, she was assured it was OK to communicate to her employer as they wanted her to start as soon as possible.? Then she was asked to meet with a consultant they had on board.? For what?? She already had the offer.? Well, not so fast.? The consultant felt she didn’t have the exact experience needed for the role and the offer was rescinded. I suspect my client dodged a bullet.? Onward and upward to a fantastic role with a large, well-known medical facility here in the GTA.? Interview after interview and, in the final stage, she spent an entire weekend and then some preparing a presentation they requested – building out an entire fundraising event.? The strategy for the event was several pages long and the PowerPoint even longer.? She took the time to think through a novel fundraiser and even spoke to vendors and got quotes so that the presentation would be authentic.? Sorry, but they went with another candidate….after getting this wonderful idea for a fundraiser and all the corresponding quotes.? I told her to keep her eyes open to see if they ever used her idea.

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In another example, this time in the investment space, a client I was coaching was told by a contingency firm they had a great opportunity for her.? They promised they would present her resume to the firm and expected she would be interviewed.? I was not so sure.? Why?? Because I knew the firm and knew they were not recruiting for that role.? Well, lo and behold, a week later she was told by the search firm (well known on the street by the way) that she was not selected for an interview.? No surprise.? The role didn’t exist. Why do they even do that?

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Another client was pretty excited about a role presented by another search firm.? Knowing they had just hired and knowing the MD, I asked him if he was looking to add another member to his team.? Guess what?? He was not, having just made the hire.? Yet another example of a search firm stringing along a potential candidate for a role they didn’t have. Again, why do they do that?

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Recently another client I was coaching went through final rounds and two case studies…that’s right.? One was not enough.? In this case it was two.? End result after several rounds of interviews and two cases? They decided to change the scope of the role entirely.

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What I don’t understand is why this happens. Why do some search firms raise the hopes of candidates, telling them about roles they don’t even have.? This is not new.? A decade and a half ago a contingency firm on Bay Street (well known I might add), went to market for a search for CPP Investments (where I headed up global talent) and they didn’t have the search.? They reached out to prospective candidates to tell them about the opportunity, but they didn’t even have the search. Needless to say, they were blacklisted and never used by CPP Investments again (at least while I was there).?

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And why do firms make candidates jump through so many hoops?? I get the importance of interviews and getting the feedback from several people along with having the candidates learn more about the firm from different people at different levels.? I even get the need for a case study in some cases.? Investment firms have done this forever.? The interviews are a great way for them to understand the types of deals the candidates have worked on, the size and scope and sectors they've worked in, how they think about investments, etc.? The case study gives the firm a sense of the candidates’ modelling skills and ability to read through information and make an informed decision on a potential investment. ?But to put someone through all of that and then change the role from a senior associate to a new grad??? That shows very poor planning skills on the part of an MD managing his or her team and the requirements/levels of candidates needed.

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The recruiting system is broken….on both sides.? When we as recruiters post a role, we get hundreds of unqualified candidates, many of whom just press ‘apply’ without reading the job description.? When we notify them that they are not being interviewed, we get blasted with emails telling us how wrong we are, how we can't tell from a resume whether or not they are qualified, etc. (by the way, an infrastructure investment professional is not an IT infrastructure person – read the spec people).? I got a nasty email because I declined an applicant the day he submitted his resume. It happened to be the day I was screening. Instead of being glad to have at least gotten a timely response, he was upset it was so quick. On the other hand, forcing candidates to upload a resume and then type in the exact same information makes no sense either.

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From the point of view of the candidate, a job search can be overwhelming and daunting.? To apply and not get a response is awful.? Worse is to be interviewed and then ghosted.? I have friends at the big banks and consulting firms who have 30-40-50 open requisitions.? No wonder people don’t hear back. That is not sustainable.

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So what’s the answer?? Well, for one.? Be open and transparent.? Get back to people.? Don’t ghost people.? Don’t apply to jobs you are not qualified for.? You don’t need to have 100% of the qualifications, but you should have some of them.? If you don’t have them all, connect the dots for the recruiter and explain (if you have the opportunity to include a cover letter), why you are applying and why the skills, experience and expertise you have is a fit. Don't just use a generic resume. Tailor it to the role to which you are applying. Too time consuming? If you don't put in the time to find the right job, will you put in the time to do the right job?

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To search firms:? Stop telling candidates about roles you don’t have.? Be honest with them.? Don’t over promise (or worse, lie) and under deliver.

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To recruiters: Get back to candidates.? Let them know they are not moving forward.? If the hiring managers aren’t getting back to you, nudge them.? Let the candidates know you are still aware of them and that you are waiting to hear back from hiring managers.? Keep the lines of communication open.

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To candidates: Stop hitting ‘apply’ to anything and everything.? It’s not the quantity of roles you apply to, it’s the quality.? Have a sound job search strategy and follow it.? Assess it from time to time to see what’s working and what’s not and then adjust it.? And, most importantly, reach out to your network.? Have informational meetings/interviews.? Let people know you are looking and what you are looking for.? The very best way to find that next great role is through your network….not hiding behind your computer applying to job postings (many of which don’t actually exist..but that’s another whole story).