The recent post in which I shared an email from a worn-out staffing company staffer who said staffing is the hardest job he’s ever had struck a responsive chord, or a sore spot perhaps, with many of you. Many thoughtful, detailed comments flowed in, with advice for our staffing company friend, as well as broad thoughts about the industry in general, and the types of people who succeed in it.
It also generated another comment. In the form of an email. Another email from the staffer in Michigan. Because of the comments he made the first time around, we obviously can’t use his name, or identify his company. But I do want to share this again. And this time I guess he knew I was going to use it.
First of all, thanks to so many of you who wrote in to Staffing Talk with words of support for me. And for those who were kind of criticizing me I understand that too. I probably came off as a little bit of a whiner and that’s not really me. If I had known my email was going to be published…and so many people would read it…I would have been a little more careful. I would have also paid a little closer attention to the punctuation stuff. I tried to do better this time.
I would love to be able to simply show the Staffing Talk Article to my boss. And have her read all the comments. But I can’t really do that. I did have a conversation with her about the do not use candidates..and if we can communicate to them somehow that we are not going to ever hire or use them. Her first reaction was, “I don’t want to get sued.” But I think she is thinking about it. Several of you suggested some things I can add to her.
Thanks Steve Cary, for even writing out a specific line on how to accomplish that, “The clients I’m currently working with have an expectation of ‘XYZ’, and as that doesn’t describe you, there is little chance I’ll be able to assist. You may want to reach out to (insert local job development organization here).” I think that is perfect. I’ll suggest it to my boss if we have the conversation again.
I have also been thinking a lot about the specific comment made by Mark Boeder. Yes I have thought many times I might be better suited for another industry. But for several reasons I have stuck it out. I totally appreciate what you wrote that “it is not not the recruiters job to NOT DISAPPOINT candidates” That has helped me think about the job I do in a different way. I really do like helping people find work, and I really do get enjoyment from helping increase their chances of finding work. So maybe I;m not in the wrong line of work. I actually used to be a social worker in my past job, and I see some similarities.
I noticed nobody had any good suggestions for the reports, documentation, payroll processing and other stuff like that. But I guess every job has parts of it no one really likes. I guesss this is just that part for me. Probably you to.
As Kimberley says, staffing is always full of challenges and will never be boring. That I can agree with for sure! So for any of you who are reading this also, thank you so much for your comments and suggestions. I guess this is my little moment at being famous, but you don’t really know who I am, so that’s kind of weird…good luck to you all too.
{ 3 comments… read them below or add one }
Hi Michigan … I didn’t mean to beat up on you. What we do is tough but rewarding. If you have searched inside yourself, feel that you are doing the right things within the constraints of your current job and employer (but might still be frustrated), and you feel this IS the right field for you to be working in, you might consider finding another employer where the way they operate fits into the way you would like to operate.
Your employer’s concern about being sued is a valid concern, but there is also something to be said for doing things in a way “that make sense”. Finding ways to greatly reduce time spent dealing with candidates who are “DNU” is obviously important, not to mention that as you have seen it can be soul-sucking.
Steve Cary’s line you referenced is excellent … but think of that line as part of your “DNU Strategy” … Do whatever you can to get to that line as quickly as possible in a polite and pleasant way. You’re not blowing the candidates off, but actually offering them some assistance in getting to a better venue for their job search; and then you can get back to what you need to be doing. Good luck to you.
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I loved this subject, the first story and now this follow-up. It probably hit us right in the heart, every recruiter can relate to all of these concerns. It did provoke some thoughts for my every day to do list, as well as how I communicate with candidates, no matter if they will never be qualified, aren’t a fit for a specific open position or new recruits. As far as the DNU/DNA not ever going to be qualified candidates, I am sure you can all agree this is the hardest, as of course nobody wants liabilities. But I do try to coach them as tactfully as possible on how they can better present themselves (appearance, attitude, demeanor, body language, even their resume)and refer them to their local job and family services office, but for those that we cant assist ever because of background issues, I feel employers should be just a bit more open minded, especially if the offenses were more than 5 years ago, and nothing has occurred since, (of course depending on the nature) we all make mistakes, and we hope to learn from them, this is my biggest barrier in my area, as I have come across some really super people, who would probably be great at a certain position, but because they made mistakes several years ago, they are forever judged. Well thanks for listening and best wishes to all recruiters, and staffers out there, we must be a bit nuts ourselves eh?
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Just the other day I took a call from a candidate who was lost on her way to the client site for a temp assignment. She wouldn’t listen to my directions and told me that she was “going home instead”. I told her flat out “if you do, we will not work with you again”. It shocked her – too often I think that people are afraid of hurting someone’s feelings so they sugar coat bad news. That doesn’t benefit anyone. If you’re going to be in this industry you have to have a thick skin and not be afraid to be direct.
Good luck Michigan!
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