|Scooped by Barry Deutsch|
Celinda makes some excellent points about the laziness of most recruiters - both corporate and 3rd party. I agree with her that most recruiters DO NOT want to work hard to find great talent - they want to fill jobs as quickly, cheaply, and efficiently as possible. These two goals are sometimes mutually exclusive.
Finding great talent requires fishing in deep waters, leveraging referrals and social media to extend your opportunity through the various layers of your network. As Celinda mentions in her article, this takes time, investment, and effort.
One of reasons most executive searches fail, 50% of all hires don't live up to initial expectations, and hiring managers lower their standards is due to laziness in recruiting.
Here's what Celinida had to say in generalizing about the recruiting profession (by the way, I've been an executive recruiter for almost 30 years and the laziness of most recruiters is no different today than it was 30 years ago. The issue is not as much about not effectively leveraging social media - it's about the person doing the recruiting):
"I was recently asked about the fact that Recruiters are not adopting Social Media, even though Forbes proclaimed 2013 as the year of Social Recruiting. The blogger was curious as to why I thought this was the case… plain and simple Recruiters are lazy. We are conditioned to want fast and easy to attain results. We want the first call we make to be the hire. We want the interviews to always result in offers. Don’t get me wrong I know other types of Recruiters do exist, but generally speaking most of us are too lazy to use Social for Talent Attraction."
When are you going to fire your external recruiter, replace your internal recruiters, begin fishing in deep waters and start demanding they find great talent instead of focusing on putting "butts in chairs" with the mentality of "better a warm body than nobody in that role?"
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