What is your Orientation?
How many recruiters have sent candidate after candidate to a hiring manager and for some reason, there is always a reason why they are not good enough to hire? When you, the recruiter or HR professional, initially spoke with the hiring manager, you found out some tell-tale information about the position. You found the position has been open for three months, the manager has interviewed 15 people, and there are four agencies working on it. The first question a perceptive recruiter would ask is “Is this a real opening?” If there is a real opening, is there any pain associated with not filling it? Ok, for argument sake, let’s say there is an actual position with some pain. From there you have to follow the links of the recruiting chain: the sourcing, interviewing, selection process to include notice being given and an actual start. It has been my experience that hiring managers tend to see the interview and selection process, as a process by which they look for every reason they can to not hire someone. Many of the companies I have managed recruitment processes for initially had a system set whereby candidates had to jump through several hoops in terms of assessments, several rounds of interviews with everyone in the company (all asking the same twenty questions and any one having veto power). This is a disqualification focused interview process. A screening out system.