FROM APRIL 2015'S RECRUITER MAGAZINE 

Kevin Hough, head of resourcing at LV=, and I were recently discussing the recruitment of recruiters for our in-house teams, and our surprise at how candidates for these roles often present themselves. You would think that they would be the experts in showing themselves in the best light.

I subsequently posted a discussion in The FIRM’s discussion forum about this and was inundated with responses.

From a line management perspective, assessing recruiters is challenging, and we actually ask for a lot of capability in a single role: from marketing through to psychology and sales, project management and analytical skills. Furthermore some people find that interviewing recruiters can be a little stressful. One member commented: “Sometimes I can feel them analysing the questions and trying to get behind what I'm asking to give me what I want to hear! I've done the same myself.”

Another recruiter commented on the often poor quality of in-house recruitment CVs: “Although we see hundreds [even thousands] every year, we judge them, at times offer advice on how to improve them, but yet I for one know my own CV could be so much better and it doesn't do me justice. I definitely need to practice what I preach in that respect.” 

However, most surprising were views of the in-house recruiters that have been candidates themselves. Candidate experience appears to be low on the list of priorities. One technology resourcing leader commented: “As a candidate, HR quite often go outside of their own process. The experience you get as a candidate can feel a bit rushed or unclear. This can really affect your perception of an organisation.”

People have withdrawn from lengthy, drawn-out interview processes, and many have not even received acknowledgments of application. One in-house recruiter applied to 14 roles and had one response; another poor recruiter applied to 25 and received nothing!

Yet some organisations do excel: JP Morgan, PepsiCo and BP in particular all have had great feedback for moving quickly, a fast decision-making process and no unnecessary additional interviews. Fast, efficient and professional – well done all.

Interestingly, applications to agencies for in-house roles were only marginally better treated. One person commented: “I sent six applications off, only to receive one acknowledgement initially, although over the intervening six weeks most of them have gotten in touch to introduce themselves without, it seems, an immediately apparent ulterior motive.”

So it does look a little like ‘cobblers’ shoes’ when it comes to recruiting our own.

Mike Jones, in-house resourcing specialist at Arup, asked: “How can we expect our ‘internal clients’ to do better if we don't practise what we preach?”I must say I am inclined to agree…

Emma Mirrington is talent director for Capita's Write Research and co-manager of The FIRM (The Forum for In-house Recruitment Managers)