Comments on: Times are tough for recruiters, too

By: Trey

Trey — Thu, 30 Jul 2009 01:00:50 +0000

Sam: In response to your comment that you “find them (recruiters) to be worthless!”

This article was written about an internal/in-house corporate recruiter. It is their job to find and screen candidates for their hiring managers. In my opinion, these recruiters have a tendency to “screen out” job seekers.

And on a similar note, external/third-party recruiters are paid by their clients, the employers. The employers dictate their requirements and they get paid to execute the search/screening process. Typically these recruiters have the mindset to “screen in” a candidate.

Either way, recruiters are just doing their jobs.

I’ve been a recruiter for over 10 years now and have never worked so hard to find good qualified candidates for jobs. Even though I’m receiving probably 3 times the resumes I used to get. I agree to several points in this article.

By: Sam

Sam — Thu, 23 Jul 2009 17:04:58 +0000

Boo-hoo for the recruiter! I have been the recruiter route and find them to be worthless! If you have been looking for an accounting person for two years and haven’t found anyone then your standards are too high or you’re not being truthful when advertising. That’s the problem with recruiters!

By: FlipSide

FlipSide — Wed, 22 Jul 2009 14:58:49 +0000

ABaum: I appreciate your situation (as I have been laid off recently too…It is difficult and deflating) and I wish you the best, however, for you to think that you are a strong candidate for any position that requires only two years of experience with your skillset, based on that alone, is presumptive of many things. You do not know the dynamics of the department, the personalities, the internal career plans of the company, etc. If the company wants someone to be excited in their role, and to get behind a new manager that is only a few years out of school himself/herself, it is doubtful that you are going to come in and really learn alot from that manager, since you do have so much more experience. Don’t you want to go somewhere and be challenged and learn new things? What you are looking for is income, period. The employer wants someone who needs to be developed from a standpoint of where they are in their career.

Do you think Chipper Jones would be a good fit for a T-ball team who needs a new player?

Do you think Donald Trump would be a good fit for an entry level sales job at a real estate firm?

Again, I wish you the best of luck, but try to remember what you were looking for when you were hiring someone and consider other viewpoints instead of blaming others (Recruiters and Companies) for your misfortune.

By: MsJ.

MsJ. — Tue, 21 Jul 2009 00:22:08 +0000

Hello , I graduated last year with a Associates Degree in Surgical Technology. What I don’t understand, Is how can you get experience if the Hospitals won’t hire new grads. They want you to be certified which cost $300.00 and experience. I can’t become certified if know one will give me a job. Hospitals post on there website looking for a Surgical Tech, Qualifications are, surgical tech degree or so many years of experience. I have the degree and only my externship for experience. I thought I would be able to get an entry level postion. If I apply for other jobs recruiters feel like I’m over qulified and when I appy for the position I went to so for I don’t get the postion. I fee like me degee was a waste of my time. What do recruiters and employers want?

By: ABaum

ABaum — Mon, 20 Jul 2009 13:06:35 +0000

Why does Ms. Robinovitz immediately jettison candidates who have been “laid off after 15 or 20 years”? Are they not qualified, or is she simply afraid to hire an older, more experienced worker who might give the impression that not everyone in her firm is under 30 years old?

It is a depressingly common story, and one I have run into at every turn: I have the experience and the skills in my field, but I am no longer 25 years old and aesthetically flawless. It is the worst kind of hypocrisy when employers whine about the lack of qualified applicants in a market flooded with people who can do the job, but have had the bad luck to pass into middle age. The tyranny of the employer-funded youth movement has consigned many able, eminently qualified people to obsolescence, and I would think–wrongly, by such accounts as this story–that people who would be overjoyed to have the talents of skilled, stable, time-tested employees on their side. However, it seems that we are no longer wanted.

I don’t feel sorry in the least for this woman, and I would be willing to bet that when she does find her young protege to fill the position, he or she will be looking for greener pastures at every conceivable opportunity, waiting for the moment they can find something better. I would like to see how much fun she would have if she were laid off from her position and had to batter her head against the new glass ceiling based on age rather than sex or race.