Recruiter Tactics

www.revolutionhrandrecruiting.com
Today we discuss the widespread practice of posting a “phantom” job to collect resumes.
Many job seekers are skeptical when they continually see recruiters posting the same job over the course of a month or longer, many have a sneaking suspicion that there is not really a “job” to apply to per se, rather that there is a recruiter merely trying to “compile resumes”…..
Could this be true…………………
Well as many of you already know it is true and it’s a common practice with most “recruitment firms”
Will you get higher quality candidates if you continually capture the people combing job boards?
Now some of you may find this acceptable depending on your company needs, certainly for temporary labour positions this may be a best practice.
But if you’ve contracted a recruiter do you really want to get “flooded” with resumes that you could have gotten yourself (or perhaps have already seen from your previous posting?)
Before my formal entry into recruiting, while working as an HR/LR manager with the recruiting responsibilities of the company, I contracted with several recruiters and experienced the resume flooding and the same candidates over and over.
Until one day in a meeting with a major recruiter we will call them “Bob Half” I questioned them directly about their methods, measurable etc.
There were quite open in their methods about using craigslist etc to post “phantom” positions to compile resumes, in fact as a measureable for their reps, they are required to “compile” a certain number of candidates per week.
I was a little shocked when the rep and manager were glowing about the amount of resumes there were able to compile by using craigslist.
This was a defining experience in our creation, one of our core principals is that if you are seeking to use a pay per job recruiter, would you not expect better quality and scrutiny than simply flooding you with candidates from “phantom” postings and allowing you sift through them?
I spoke in my previous post about our experience with a well known tech recruitment firm who simply reposted our job and sent us the same candidates; unfortunately this practice is quite common and has given recruiters a bad name in some circles.
Luckily it’s time for a change in the industry

Why we do what we do

www.revolutionhrandrecruiting.com

When I was in the hr field for a regional telecom company, I found myself doing a search for a tech position specifically someone with a Cisco background.

I was contacted by an agency that specializes in tech; we’ll call them Diamond Recruitment, inquiring about my position.

I scheduled a meeting with Diamond Recruitment during which I learned of their experience in tech recruitment and their 35% fee.

Needing assistance with the role I signed their agreement and expected to see some better fits than what I had been receiving through my posting on Workopolis.

The next day I logged in to Workopolis to check my applicants and decided to search what other tech positions were posted.

Much to my surprise there was an ad for the same posting I was searching for, however it was posted by Diamond Recruitment, in fact it was the identical posting I had word for word, a little irritated I decided to give them the benefit of the doubt.

When I began to receive resumes from them much to my dismay they were the exact applicants I had received with the names cleared out (none of which had the attributes I was looking for)

I decided to call our rep from Diamond Recruitment, disappointingly his response was that, “postings is where they get their applicants” I asked him about the identical post to which he had no valid explanation except for “that’s how they attract applicants”

Now to me this didn’t make sense, I decided to go with Diamond due to their stated expertise and expecting some different approaches to find the right staff (I told them about my posting before I signed by the way)

This didn’t sit well with me as I expected some innovation as they were a “professional recruitment firm” charging a substantial fee (although it was and still is pretty consistent across the industry). Now I respect that recruiting can be extremely tough and that the industry isn’t one that supports any particular player with lower rates as it means they all have to re evaluate their pricing methods to remain competitive.

This lead me to thinking that a professional recruiter shouldn’t simply post and wait for applicants, they must bring more to the table and if they did and could give you really amazing candidates that can immediately come in and help your business that are also differentiated from the masses answering these job ads, wouldn’t that be an amazing value??

Furthermore with all the innovation the internet has brought in terms of efficiencies shouldn’t there be a better pricing structure, is it wrong to question pricing structure in an established industry for fear of rocking the proverbial boat?

This is the basis for the formation of Revolution HR and Recruiting and our philosophies.

Welcome

As our initial post I wanted to introduce our company, we are an HR and recruiting firm that does things vastly differently. We conduct every search as a direct search similar to how an executive search is conducted.

We do not use Craigslist or post on job boards to hoard resumes of people who are unemployed and would be applying to you anyway. We have industry contacts and we take the best talent who is currently out there working for your competition.

They are the key players that maybe have experienced a little stall in their progression due regular movement and would entertain moving for the right offer. This allows you to increase your business's effectiveness and all but removes downtime and learning curve.

We also do this for 10% for non-executive positions. We are not a discount firm we leverage technology and relationships to deliver the most effective, efficient results you will ever experience.

We believe HR needs to be a key player in driving your business, from employee relations to recruiting and everything in between, we firmly believe that if you only hire the top talent with the most passion for the business, that it will translate to your results and ensure your companies continued success.