GETDOT recently posted an article about those seeking employment and their struggles to do so. In the second part of this series, we talked to a recruiter to take a look at the other side of this process.
We spoke to Jim McGannon for his perspective of how things run from the hiring end. In his own words . . .
Q: There’s a lot out there about job seekers and how hard it is to find work. After all, it’s not like you can go to some “job store” and pick up one from the shelf. It’s a long process that takes months. And it’s a difficult one for many. But what’s it like on the other end — for hiring managers?
A: In general, recruiting professionals LOVE their jobs. There’s a genuine sense of satisfaction associated with helping folks land a new career while simultaneously helping your company find great talent. Nonetheless, the hiring process is pretty challenging for recruiters and hiring managers alike, and those challenges come from three primary sources.
First, there is often a “skills gap” in finding the right talent for the job. There are lots of great candidates out there, but finding a good group who all have the right skill sets for the job is often the biggest hurdle…especially for specialized roles.
Second, there are always limited resources. Whether it’s the funding of the recruiting function itself or having the adequate funds to hire the best candidate, there are usually some tough financial limitations around the hiring process.
Third, and finally, it’s always tough to align the calendars of the hiring managers and the candidates in a timely manner. Everyone is busy, and multiple competing priorities often add a lot of extra time to the recruiting process, which allows for the best candidates to get snatched up by another company before you can make them an offer.
Those are the real challenges, but overall, the system works like it’s supposed to and all of the roles eventually get filled. All recruiters and hiring managers have the same challenges, but for those who figure out how to overcome those challenges, the hiring process really adds a lot of value for both the company and the newly-hired employee.
Q: Can you give your perspective on putting job postings out there, bringing people in, interviewing, and selecting the right people? Is it stressful in any way?
A: The operational disciplines of running a recruiting function have to be solid in order to be successful. At every stage, clearly communicated standards & processes must be universally adhered to. It’s sometimes tempting to lead with your heart when it comes to people decisions, but it’s much wiser to think of the recruiting process like an operator or an engineer would. Truly, once you approach it in that manner, it’s pretty easy. The process only breaks down when you add in the human element and all the inherent nuances of working with different personalities. However, even that can be remedied by good education & training for all of the key stakeholders who are involved.
Q: What sort of compromises, if any, do you need to make? Anything that may seem unfair?
A: The concept of ‘fairness’ really isn’t an issue, but the concept of “competition” is. Every company is doing their best to grow and create value, and they can only do that if they’re successful in attracting, developing, and retaining the best talent. In a perfect world, every open position would be posted to every website, and every job seeker would have full access to all available opportunities. In reality, limited time and resources force everyone to make choices with regard to their recruiting expenses, methods, and audiences. Likewise, in an ideal situation, companies could have unlimited funds to bring in interns and recent grads for entry level roles and then train them to take on greater responsibilities in the company over time. In larger companies, this happens to a degree, but smaller companies have to get more creative with the available resources.
Q: What do you wish more people knew?
A: From the standpoint of recruiters and hiring managers, the best advice to job seekers is to be fully engaged and immersed in the screening and hiring process. That old adage about ‘90% of success is just showing up’ really rings true. Job seekers who are completely prepared and on top of their game help make the process a real success, and conversely, those who approach the process haphazardly create unnecessary hurdles for everyone involved. Likewise, for those job seekers who come to the table ready to be successful, their opportunities are virtually unlimited. ‘Every battle is won before it is ever fought,’ and the same is true for interviews.
Stay tuned for the third part of this series, where we talk with the leaders of GETDOT to discuss the importance of networking . . .