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Where is the "Pain in Recruiting"?

Submitted by Administrator on Thu, 2008-07-10 14:12.

Hi RNG community, 

I’m trying to build a “Top Ten” (kind of) list, in an effort to better understand the major “Pain Points” in Canadian recruiting. 

I’d like to collect some community feedback and open the discussion so we can start to understand where to focus our energy on the Recruiting Battlefield.  I’m very curious to see if these “Pain Points” are Nationwide, Regional, Industry Vertical, etc. 

Here’s the root of my request,… I was recently across Canada with the “RNG Recruiter Workshops” and there were as many similarities as there were differences in the issues we face day to day. 

Everyone seemed to be on the same page when it came to “Hiring Leader Relationship Management” and there very different view on “Efficient Sourcing Tools” and “Electronic recruitment” as a whole. 

Don’t be shy, there are no wrong comments here, everyone’s input is valuable, just want to hear what you have to say.

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No Respect

Submitted by rmatthews on Tue, 2008-08-19 11:08. *

I'm hearing this one more often,... "the organization does not respect my function and contribution". If anyone else hears this one, pleas elaborate on "Why" that may be.

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pain points

Submitted by gramey on Wed, 2008-08-13 11:32. *

For me, the most recent challenges or pain points have been around pipelining at a modest size company - where we don't have an always on ATS or national brand recognition that keeps people coming to the door.

We have some very niche needs, and the challenge is in the business wanting talent always ready and available when business needs swing up, but being able to keep talent at bay when needs dictate otherwise. For example, this means actively searching for a role and interviewing candidates one day, only to turn them away for lack of a valid opportunity the next. This is not a new problem or one unique to this company by any means, but I think has been more amplified for me as labour markets tighten, and in dealing with high tech skills sets that are scarce in the Toronto (and Canadian as well) candidate pools.

I continually look for ways to balance the hiring leader expectations with reality of the market and expectations of candidates. Albeit, not always overly successfully without somebody's feelings getting hurt somewhere.

Geoff Ramey | Vizible Corporation | Director, Human Resources | Email : gramey@vizible.com | Yahoo! IM : geofframey

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Process "hand-off"

Submitted by rmatthews on Thu, 2008-07-17 13:24. *

I was speaking to someone yesterday and their concern was that at some point the recruiting process is over and needs to be handed off to the next person or function. It could be anyone from HR, the facilities team or the Hiring Manager(s). The question was,… at what point do we hand off the process to the next?

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