Placement Industry Crisis
Lack of Knowledge
The recruiting industry is not made up of individuals to who can competently speak to the issues and concerns of management in the business intelligence / data space, much less understand how hiring for a respective role will become a soothing balm to these issues. A good interview to hiring ratio in the business intelligence / data space is said to be 15 interviews, and it is not uncommon to see 30-50 interviews before settling on a candidate. This primarily a result of recruiting firms not properly defining the hiring parameters and presenting candidates that are far from scope of the hiring managers needs
Inability
Many recruiters have no knowledge of the skills they are attempting to perform placements on. This consequently results in them creating check box list of resume requirements, and have even been known to tell candidates they need to include certain skills on their resume. This cultivates an environment where candidates resumes are structured to fit recruiters lists versus reviewing their respective competency. Ultimately this means that the hiring manager is performing the job of the recruiter they are paying to source talent.
Conflicts of Interest
Many are familiar with the best seller 'Freakoconomics' where it exposes the conflict of interest of real estate agents or sumo wrestlers, but are you aware of the conflicts of interests in recruiters? How recruiters get paid is where this conflict occurs. If they are placing a consultant a fore-arranged rate is set with the hiring manager, but the rate of the consultant is not set. This means they will look for a consultant that is most likely able to fulfill the requirements at the cheapest rate to gain the largest margin. This means the focus of their search is on finding the cheapest and likely most junior consultant. If they are performing a standard placement it is in their best interest to place their best candidates to their newest clients or most disgruntled clients to demonstrate competence or restore faith.
Search Process
Many recruiters are required to leverage the use of off-shore recruiters to review checklists of candidates, curtailing talent that has learned to ignore such inquiries. This results in leaving only those who are more desperate for work to respond, and off-shore recruiters to doctor their resume to get them interviews
Become a Client Today
We have you working with on-shore leading experts in the data industry evaluating candidates competencies before we ever deliver them to you for an interview. We take candidates through skills and character assessments before recommending them to you