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Ever wonder why some positions stay open for 6+ months? Depends who you ask…
Hiring managers: “because our recruiter gave up on us.”
Recruiters: “because the hiring managers won’t listen to us.”
Example 4938 of how hiring processes break down if hiring teams and recruiters (internal or external) aren’t aligned.
But “just talk more” isn’t a fix for a purple squirrel hunt. A recruiter telling a hiring manager “you’re being unrealistic because I said so” doesn’t exactly build a compelling case.
(Feels like a year since I dropped this so I’m excited.)
👉What you need is a little Data-Driven Storytelling™️.
And that starts with sourcing expertise (from a recruiter or a dedicated sourcer.) What’s the total addressable candidate market?
The amount of people who match the:
Skills
Location
Experience level
Salary bands
And most importantly: Interest in your specific career opportunity.
Sourcers are R&D junkies. Collecting this sort of information is part and parcel to the job. Knowing how to communicate it to hiring teams to make informed decisions on when to broaden a search is what makes or breaks a hiring plan.
If you ever said “research and communication are easy” people would think you’re a fool.
Yet there are still people who think sourcing is no big deal. Easy work for your most junior team member.
Absolutely shocking when that mindset can’t hire.
Clip from The 10 Minute Talent Rant, Episode 49 “Why Is Sourcing Such A Pain In The Ass?” here.
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Why do some positions stay open for 6+ months?