Bury them with resumes
Most recruiters bury you with paper. The idea is that if you are flooded with resumes they must be doing their job. Shouldn’t you work with someone who believes in quality instead of quantity? We do. We use sourcers just like other top recruiters. But instead of passing the fruit of their labor on to you directly, our practice leaders review every resume. Then we phone screen and interview the candidates in person. In essence, we “pre-hire” the candidate. And who is doing this? Not a lifelong recruiter with little if any functional experience. Your engineering, IT, accounting, finance, operations and HR candidates are vetted by an experienced VP of Engineering, a four-time CFO or other seasoned executives. We would rather introduce you to three excellent candidates than 30 mediocre candidates. In fact, we would be doing you a disservice by hiding the excellent candidates among the mediocre candidates. At the end of the day, we provide you with quality, not quantity. That’s value. That’s ProfessionalSourcing. We are executives - hiring for you.
ProfessionalSourcing is a recruiting company created and run by experienced business managers and executives. We have a real-world business perspective born of decades of functional, management, leadership and investor experience. Our executives personally vet each candidate, from individual contributor to executive, using our knowledge of the role and its technical, management and leadership requirements to find you the best candidates for your most critical positions. We proudly guarantee every hire and contractor.
Sorry, I don't buy it at all. Every recruiter will send every half-qualified resume to a hiring manager in the hopes of a "hit". The only one "not hired" was the one you didn't send thru, if you get my drift. I worked a summer at Robert Half Accounting, and saw them literally send every resume with the word "system" in it when a client was looking for an implementation manager. Bulk sending is still the way to go, it makes the recruiter appear to have a vast database. As a CFO now, I've never had a recruiter send less than half a dozen resumes for any position we had open, no matter how good (or bad) a fit for the position.
Your post is great but it is such a softball question that I'm almost embarassed to answer it. For the record, I (this is John Kogan of ProfessionalSourcing) do not know the person posting (although I'd love to meet you - please email me at info [at] professionalsourcing [dot] com).
What you are saying is absolutely true of the world of recruiting as it exists today. That is, in fact, one of the reasons my partners and I got into this business. As business executives at many, many companies, we were tired of recruiters not knowing the positions or understanding our needs (and only knowing the buzzwords about a position does not count). This would invariably result in what you note above: the recruiters send you everthing they've got so long as a few keywords match. That results in the hiring manager doing the bulk of the vetting and all of the interviewing. It is testament to how busy hiring managers and HR folks are that they hire recruiters at such high fees and get so little value in return.
If we ever discuss doing a search for your company I will be happy to provide references at many levels of many companies that will tell you how we do business. When you have spent years (as I bet you have) as a cost accountant, financial analyst, financial manager, Controller, CFO, COO, CEO, board member and investor, you have the experience to truly understand what the client wants in, for example, most accounting and finance postions and you are able to do a great deal of vetting and interviewing before the candidate makes it to the client. I am sure you read a resume and conduct an interview very differently than a "typical" recruiter with none or virtually no functional or management/executive experience. So we use what we call our "Pre-hiring" process to really put our candidates through a rigorous review before sending them over to the client and we aim to send 3 or 4 resumes over, not the whole kitchen sink. Not only would the "traditional" recruiting approach waste the client's time, it would make us look bad and would show that we are not adding the value the client is paying for. We're not happy with any of those outcomes.
Thank you for your comment. When addressing "traditional" recruiters, I could not agree more. We do better.
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