On the Verge of Leaving the Recruiting Calling …
我曾有幸，研究采购从扭扭Steckerl，辩论娄阿德勒对艺术的招聘。我读的文章每天是关于专业的招聘。
On the verge of leaving the recruiting calling I am a second-generation recruit who knew he wanted to be a recruiter. In junior high I d go to my dad s office and stuff envelopes of candidates to prospective clients and help rewrite resumes. I went to school and studied HR management and organizational development. After a stint in social work to give back and learn more about how people ticked, I went into recruiting. I have started departments, trained recruiters and managers on targeted interviewing, and worked for some of the top firms in life sciences and finance making them able to compete in a global economy. I have had the privilege to study sourcing from Shally Steckerl and to debate Lou Adler on the art of recruiting. And I read articles each day on the profession of recruiting. So, I am stunned to say I am done. I have been put through the wringer by fellow recruiters. I ve been denied jobs because I don t type while phone screening I was taught you actively listen to ask follow-up questions, then type your report from hand notes. I have encountered recruiters who are really order takers/stenographers. They stick to their script and simply take dictation. A hiring manager turned me down for a contract because I had done contracts in the past. A recruiter would have advised them that this was a plus, adding value to the process. An order taker moves on to the next candidate. So, I shouldn t have been surprised when a temp agency had me fill out a one-hour admin data entry test, and then tell me they couldn t discuss the opening until I got a drug test and showed them my passport. All this was for an opening that turned out to not be about recruiting at all. I have been a finalist several times, but it took repeated calls to find out they hired someone else, the role was on hold, or the job description changed to a different industry emphasis. And it goes on and on. Over the last six months, I have been told no for some of the oddest reasons. I have put my life on hold with odd jobs until the next opening would arrive. I will miss finding candidates no one else could helping them put their best foot forward while staying authentic and telling people we have the toughest thing to sell because our product can open its mouth and ruin the sale. And I loved every moment of it. But I don t think I have left recruiting as much as it has left me. Why many companies still see the people who make the biggest difference in their organizations as a cost center puzzles me. They farm it out to organizations that don t understand the culture or the organizational history that differentiates them from their competition. I thank all those who, over the years, taught me, by bouncing ideas off them, and kept me going for as long as I have. Best of luck to you all. 管理新知 您可能感兴趣的文章 薪酬设计经常遇到的20个问题 2016-01-27 简析：招聘管理中如何面试管理层 2014-05-19 80后和90后们的去管理化能够应对挑战吗？
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