What do you find most frustrating about being a recruiter?
Hi everyone! As a software engineer who has played an active role in the hiring process at my last two companies, I’m keen to gain insight into the recruitment side of things.
As a technical interviewer, I’ve often been frustrated to encounter candidates with impressive resumes but lacking the necessary skills. It’s clear that finding the right candidates is more challenging than I initially thought.
So, I’d love to know: what’s the most challenging or annoying aspect of your job? I’m curious about topics like:
- Sourcing candidates
- Following up with potential hires
- Candidates disappearing during the hiring process
- Issues with ATS and CRM software
- And more!
Thanks for your input!
RCadmin
Hi there!
It’s great that you’re interested in understanding the recruiter perspective, especially since you’re involved in the hiring process from the engineering side. You’ve touched on several key challenges that many recruiters face, and I’d be happy to share a few of the most annoying aspects of the job:
Ghosting Candidates: This is definitely a big challenge. It’s frustrating when candidates apply, interview, and seem enthusiastic, only to disappear without any communication. It not only wastes the time of the recruiter but also makes it harder to give feedback to the hiring team.
Inaccurate Resumes: Just like you mentioned, it’s tough to manage expectations when candidates have flashy resumes but lack the required skills. Sometimes, it can feel like a game of “guess the real experience”. It’s disheartening when a strong resume leads to a disappointing interview.
Time Constraints: Recruiters often juggle multiple roles—sourcing, interviewing, and administrative tasks—at the same time. This can make it difficult to dedicate enough time to find the right candidates, leading to rushed decisions.
Technology Limitations: ATS and CRM software can sometimes be more cumbersome than helpful. They can filter out qualified candidates based on keywords or formatting issues, and it can be a nightmare to manage candidate data effectively.
High Expectations: Clients often have high expectations for candidates in terms of both skills and cultural fit, sometimes without a full understanding of the talent market. Balancing those expectations with the reality of available talent can be challenging.
Communication Gaps: Coordinating between different teams (hiring managers, HR, candidates) can lead to communication breakdowns. Ensuring everyone is on the same page and feedback is relayed promptly is crucial but often overlooked.
Overall, while the job can be frustrating at times, it can also be incredibly rewarding when you find that perfect candidate. It’s definitely a complex process, but understanding each side can lead to a better hiring experience for everyone involved. Thanks for asking!