James Mayes

Posts Tagged ‘why recruiters fail’

Blog: 5 reasons why you might not want top talent

In Recruitment, Sport on June 7, 2011 at 8:48 am

This post comes from a conversation I had a few weeks ago at #TruDublin.  At the bar one evening the football conversation reared it’s head. In this case, the extraordinary money spent on talent acquisition (football agents) and wages (£100k a week players).

As a Pompey man, I’m acutely aware of the brilliance of managers like Harry Redknapp. Whilst he might have questionable habits in the transfer market, you can’t deny he coaxes brilliant performances from players other clubs have written off. This leads me to think maybe he purposely goes after certain classes of player – and maybe there are lessons to draw from this.  Consider:

  • Competing to acquire top talent is expensive
  • You’ll need to keep top talent challenged to ensure motivation and interest is maintained
  • You’ll probably have to pay at the top end of the scale to retain
  • In some areas (especially sales!) top performers tend to be highly strung, resulting in additional management time commitments
  • Your business is statistically unlikely to require top talent
This last point is possibly the most important. Not every company can be the best in it’s space. Almost all companies have competition, suggesting that if some are the best, others simply can’t be. With that in mind, while you might aspire to improve, and recruit better people, you may be bringing them into an environment that isn’t capable of supporting, motivating and rewarding them. Eventually, this results in a no-win for all concerned. I wonder if it’s possible to run a talent attraction campaign aimed specifically at the second quartile…

Blog: YOU decide how much vitriol this recruiter gets!

In Recruitment, Social Media on January 25, 2011 at 10:08 am

Something slightly different from me today – I REALLY want your input!

As many do, I get spam emails from recruitment agencies constantly. I get cold calls, I get speculative CV’s.  It tends to suggest that in cultural/behavioural terms, they’re still way short on getting the basics right – and as such, shouldn’t yet go near Social Media.  I’ve recently had one which I believe presents a great case study on precisely this point.  I drafted the following, but then I thought I’d crowdsource a response.  Should I send them this and give them a chance to respond? Should I change it? Should I just ignore them and hope they wither and die?

Dear xxx

As I said when we spoke last week, we have no requirement at present. If we did have a requirement, we would first turn to one of those companies we work with as a consulting partner. Again, as I explained at the time, we’re currently talking to your firm, but that’s as far as the relationship goes.

Credit: Getty Images

If we hadn’t had the conversation prior, I would have thought your mail to be spam.  As we’d actually spoken in some detail a week ago, I don’t regard it as spam – I regard it as a clear sign that you in no way listened to, or registered, the information I gave you on that call.

If you’re unable to listen to a prospective client when being given information on the first call, I have no choice but to assume you’re also unable to listen or register information when given a recruiting requirement.

Finally, I have previously unsubscribed from speculative mailers from your firm.  The arrival of your email with three unwanted CV’s indicates no notice has been taken of my previous written communication either.

Please, explain to me exactly why you think I’d ever want to use you as a recruiter?

I have a load of meetings today – the comments are unmoderated, so feel free to speak out – but with due respect. I’ll review late this afternoon and decide how to respond.

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