January 3, 2023

What can recruiting do better in 2023?

Authors:

Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.

Also a rant on LinkedIn content

First pressing question for 2023.

👉Hiring companies who partner with recruiting agencies: what hiring challenges are you still facing? What service improvements would you like to see this year that you haven’t already?

Back to this in a minute, I promise.

A quick rant: LinkedIn (and other social networks) could help solve a lot of business challenges. But it falls way short.

Instead, the 3 types of “business” content I see most often:

1. Rage bait. Using the crowd’s collective frustration to go viral, without any real productive discussion or take away.

e.g. “Hiring is broken” “Dear Recruiters:” “I don’t know who needs to hear this” followed by recycled, universal irritations.

2. Easily-agreeable basic takes.

e.g. “5 ways I’m driving revenue in 2023” and it’s always the same stuff plucked from a generic, SEO optimized blog. No sh*t, Sherlock.

3. “This been another exciting edition of Posting About Posting™️”

(If you know, you know.)

So let’s push things forward with some real conversations. Especially those of us in recruiting. An industry that’s notorious for being slow to adapt, behind the times, and reluctant to change.

I’ve always wondered why recruiting is always stuck in the mud. Then I realized the answer is simple: you can make a lot of money without providing much value to your customers. Or a positive work environment or growth for your team.

Hire a bunch of kids right out of school. Give them minimal training. Pay them jack. Work them to the bone. Then take all the cash for yourself when one of the resumes you blasted out sticks. Sound familiar?

That’s never been the vibe that we at Hirewell wanted. Sure we want to make money…but we want to solve new client problems while doing so. And make Hirewell a great place to work.

We developed Managed Recruiting to help companies with large hiring spikes get it done as fast as possible without blowing out their budget.

We leaned into hiring a higher percentage of experienced recruiters than the norm to provide a higher quality of service. While also making sure we have the time and resources necessary to properly train and mentor the junior staff. (Instead of running them out the door in 3 months).

Not the most “cost effective” way to grow a services org, but we wouldn’t do it any other way.

Just a couple examples.

So back to my initial question. Let’s use this space to create a dialogue that will solve the next level of industry challenges. Where everyone wins.

Those of you who use firms (and actually enjoy it): what can we do next? What will take your satisfaction to a 10?

DM me up. Reply in comments. Let’s talk about it. I’m all ears.

Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.

More blogs from James Hornick

Candidates are weird

And I think this shift is permanent Candidate behavior nowadays is…odd. Not good or bad. Just different. And ...
See all Talent Insights Blog entries....

Our Latest Featured Episode

Our Shows