It is odd to me how rare this is. I source nearly all of my candidates myself, reaching out to people I’ve worked with previously who would be a good fit, or those with specific expertise called out in their profiles, focusing on those marked as “open to work”.
Even with that the response rate is lower than I would like, but I do have a fairly good success rate when people reply and we start a conversation.
I think a lot of hiring managers are just as burned out as candidates. Lot of no-shows for interviews, people accepting exploding offers from other places, tired of dealing with HR policies, etc.
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Hiring Managers are part of the problem-
They are largely divorced from the process of identifying, assessing, and attracting talented individuals.
Instead, they delegate that task to feckless, disinterested HR flunkies. (That’s HR’s job, isn’t it?)
More Hiring Managers need to get out in front of the recruitment process—- actually find and engage in conversation with potential hires.
Completely agree.
It is odd to me how rare this is. I source nearly all of my candidates myself, reaching out to people I’ve worked with previously who would be a good fit, or those with specific expertise called out in their profiles, focusing on those marked as “open to work”.
Even with that the response rate is lower than I would like, but I do have a fairly good success rate when people reply and we start a conversation.
I think a lot of hiring managers are just as burned out as candidates. Lot of no-shows for interviews, people accepting exploding offers from other places, tired of dealing with HR policies, etc.