Managing Hiring leader expectation

I want to paraphrase a recent conversation I had with an “anti-Recruitment” Hiring leader who was going on about how the talent he sees is “crap” and it takes forever to get anything done “on time”.

Me – can you outline the situation you’re referring to
HL – I had someone quit and I needed to fill the role because the longer that role stays open the more revenue it costs us.
Me – did you have a job requisition to present to the recruiter?
HL – who has time for that
Me - what where your expectations on “time to hire”?
HL – immediately
Me – did the recruiter give you any timelines or milestones?
HL – I didn’t ask.
Me – what if the recruiter came into your office, conducted an “Intake discussion” so they knew exactly what the role was and the impact to your business. From there the outlined a typical recruiting “life cycle” taking into account sourcing, prescreening, interview coordination, offer delivery and then of course,… the candidate resignation (2 weeks) from their current employer. Using a calendar it would be easy to see that this process is going to take a least 1 month. Would it not be in your best interest to take a more “involved” role in this process to insure success.
HL – not what I want to hear, I’d probably have a few questions but that way I’d least I know.

I guess the point I’m trying to make, is don’t be afraid to stand behind your function. When it comes to recruiting, you’re the SME and you need to present yourself that way.

Until next time,
Richard

Don't make assumptions
Don't take things personally
Always do your best
Always speak with integrity