ASA Central Network

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  • 1.  Company that hires recruiters

    Posted 10-05-2021 10:44
    Good morning everyone.  I am wondering if any of you has used a company to help you to hire recruiters?  If so, was that a good experience for you?  I feel like coming from this industry, this is something that I should be able to successfully  accomplish.  However, I have made a bad hire that has already been a costly mistake, and I am also really short on time.  Would love to hear others thoughts on this.

    Thanks,

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    Jennifer Conrad
    President
    Birch Agency
    Williamston MI
    (727) 781-7812
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  • 2.  RE: Company that hires recruiters

    Posted 10-06-2021 10:43
    Hi Jennifer. I commend you on your transparency about the "bad hire" recently made. I'm not sure that one poor hiring decision means you need to outsource the process. Given that staffing is a purely people-oriented business, it's probably the most important area where staffing leadership should spend its time. Have you been able to determine exactly what went wrong with the "bad hire?" Was it a lack of clarity on the soft skills necessary to do the job? The ability to fit in your company's culture? Communication skills? A hiring process that needs to be developed or improved? Something else that can be identified and corrected?

    I would recommend that you retain ownership of hiring your internal staff and do a deep dive on the entire hiring process to close the gaps in areas where a poor hiring decision could easily be avoided. As you know, selecting talent is 99% art and 1% science, but you can certainly improve on the art of hiring. 

    There are professionals in the industry that can help you audit the process, and I certainly can recommend several if that is of interest to you.

    Best of luck and keep moving forward!

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    Jay Mattern
    CEO
    TerraFirma Marketing
    South Bend IN
    (574) 213-3855
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  • 3.  RE: Company that hires recruiters

    Posted 10-06-2021 14:18
    Thanks for your response Jay.  I think I have been enamored by past experience a little too much.  This candidate has been in the business for quite some time, but I'm thinking there might just be some burn out on her end.  Even though I have had several meetings with her about meeting key metrics--like making phone calls--she just doesn't put in the effort that I know that it will take to build a book of business.  She seemed so positive and full of energy when I interviewed her, but I am pretty sure that she is not working for several hours a day.  I should mention that all of our staff work remotely.  So, knowing what a person is actually doing with their time, can be really difficult.  She rarely makes more than 10-20 calls per day, and she only puts 20 total candidates into the database in an entire month.  Our expectation is that people will make 50-75 calls per day and put in at least 20 new candidates into the database per week.  This is laid out in all of the new hire paperwork and also gone over in training.  I have had numerous conversations with her about it, and she states that she hears me, but then, there is never any change in activity.  I have also noticed that there are 2-3 hour stretches where she isn't active in the database.  So, I can only assume that based on her numbers, she isn't working.  I have also had to train her multiple times on simple items like job postings.  I feel really frustrated because it's been 6 months, and she has very little to show for it.  She currently only has 2 people working for her.  The goal was 10.  Even if she had 5 people, and her activity level was strong, I would keep working with her.  I know that it takes time to build a book of business, but you can't build if you aren't putting in the hours.  I do think it can be really tough to hire people who are working remotely and to know that they are staying on task.

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    Jennifer Conrad
    President
    Birch Agency
    Williamston MI
    (727) 781-7812
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  • 4.  RE: Company that hires recruiters

    Posted 10-06-2021 16:21
    Hi Jennifer, early on we had a recruiter that displayed many of the same behaviors. They were termed after 10 weeks - it was the best course of action for both us and them. Candidate parsing into the database is just a pure effort thing. If the expectation is 20 a week, that is only 4 people a day. That is not a very challenging metric to meet. If she were overperforming on placements or other metrics, then it is worth it to evaluate whether the parsing metric even matters.

    It makes more sense to just term someone who clearly isn't working out. Something like a parsing expectation should be an immediate fix. "Hey blah blah, we have an expectation of 4 parses a day. You didn't parse anyone today. You need to parse 8 people tomorrow." If they don't do 8, just terminate them. It's on them at that point.

    We have had recruiters who are a little slower on the placement path, but they are putting forth a lot of effort and activity. You can work with people like that - everyone develops a little different, especially in sales. But if people aren't even doing the effort things (calls, texts, messaging, parsing) they are never going to work out.

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    Sean Barber
    CEO
    Pluto Healthcare Staffing
    Columbus OH
    (513) 600-7331
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  • 5.  RE: Company that hires recruiters

    Posted 10-07-2021 08:54
    Sean,

    Thanks for the information.  I have definitely waited too long on this, and it has been a costly mistake.  I always want to give folk the benefit of doubt, but I should have termed her much sooner.


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    Jennifer Conrad
    President
    Birch Agency
    Williamston MI
    (727) 781-7812
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  • 6.  RE: Company that hires recruiters

    Posted 10-06-2021 18:14
    Edited by Jay Mattern 10-06-2021 18:15
    Jennifer - After several bad experiences, I stopped hiring people at the branch level with previous staffing experience. They always seemed to start strong, just as you mentioned, but eventually, their bad habits come back to haunt them. We would often hear, "...but that's not how we did it when I was at XXX Staffing," so we just stopped it. 

    Whenever I experience a performance issue, I know it is one of three possibilities:

    1. The person does not understand the expectations. This requires communicating clear expectations and a sound process for evaluating results.
    2. The person understands the expectations but does not have the skill level to do the job. This requires additional training and/or reassignment.
    3. The person understands the expectations and has the skills to do the job but refuses to do it - time to dismiss them.

    Once they are not performing and you have ruled out that it is not related to unclear performance expectations or abilities, you then set a final review date (2 weeks? 4 weeks? Use your judgment here) where performance must meet or exceed expectations, and if not met, they will be dismissed. You will then see one of three things:

    1. Their performance immediately improves. Your next concern will be whether the improved performance can be maintained or whether they fall back into underperforming after a short period of time.
    2. They will become more difficult, and you will be forced to terminate them sooner.
    3. They will ride it out to see if you really mean what you said. And, yes, you did mean it.

    It also sounds like you need to take another look at how you are managing the performance of your staff, given that everyone is working remotely. This is another reason why the supposed stampede towards remote work is beginning to fizzle out.

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    Jay Mattern
    CEO
    TerraFirma Marketing
    South Bend IN
    (574) 213-3855
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