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HI!
I am interested in speaking with those of you who support multi-unit locations and use "dummy" job req's to capture candidates. I am talking about job openings used to attract candidates when there is no opening. If you would be willing to share your practice with me, please send me an email.
Kind Regards,
Gary Kaufman
Sr. Recruiting Manager, N.A. Retail
Office Depot Global Headquartersgary.kaufman@officedepot.com
Delivering Winning Solutions That Inspire WorklifeTM7 replies
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Hi Gary,
I have been posting proactive requisitions at my company for years. But I can agree with some of the other posters on your blog that it is a form of false advertising and can ultimately anger and frustrate candidates.
As a best practice I won't post a proactive requisition until I know it will be opening in the next 4-6 months at the longest. So a current rep must be on a performance plan or has given advanced notice that they are either leaving or being promoted before I will post. And when I speak to the candidates I tell them the truth about the time frame we are looking to hire.
We also have other recruiters within my company that do post proactive requisitions in cities across the U.S. and do state in it, that it is for proactive sourcing and there are no current openings. But that has been a frustrating practice for those recruiters and I don't encourage that practice. Anytime they post a requisition, especially in large cities, they get bombarded with resumes, most of which are not any where near qualified, so our recruiters waste a lot of valuable time going through tons of wasteful resumes and screening tons of candidates. It also opens you up for getting a lot of calls from candidates on a regular basis asking if anything has opened up yet, even though you stated nothing was open at the time of the initial contact.
So I would recommend that you be careful with what you post and even if you state in the requisition that it is for proactive recruiting purposes only, you could be opening yourself up for a lot of unnecessary work. You would be better off sourcing the internet for specific key words and just compiling a bunch of names and contact info in your database or on your desk top and calling them when you have actual opens or call them now just to build relationships and get referrals.
Right now is the best time to source actively working candidates, not ones that are unemployed. Because unemployed candidates don't have time to sit around and wait for a company to have an opening. They need work now.
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Hi Gary
At my previous company we had very specific rules and guidelines for these pipeline requisitions that we were able to get HR Compliance to buy off on. They weren't entirely thrilled about the idea, but allowed us to do it nonetheless.
I would be happy to discuss these further if this is the type of information you're looking to learn. Just let me know if so.
Julie
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Gotcha..thanks for clarifying!
Again, its worked for me and I do things to maintain contact w these candidate to keep them "warm". I even had our ATS provider set up a special "status" for me to keep them in the system so I could pull reports easily on the numbers of candidates in the process for future opportunities.
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OK, let me clarify.... The pipeline requisition would very CLEARLY state that.... "While we do not have any current open positions in your area, we welcome the opportunity to speak with talented retail managers for future consideration." I apologize for not including this in my original post. I assumed (you know what happens) we would all take that for granted...
Gary
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Hi Gary,
My first comment would be to be careful with this type of recruiting. In this market, candidates are angry. We all know it and I'm sure everyone can give a handful of examples of candidates acting in an inappropriate manner at some point when they feel that they haven't been treated fairly. People have indeed sued for less.
I have done postings such as this, but I will only do them if I can include "anticipated opening" in the job title, and an explanation of what I'm doing in the description. I have examples that I'd be happy to share offline of what my job posts look like. I also set expectations on timelines that I'd contact them, since having both live and prospective openings to work on, live ones were my first priority.
Good luck, tread lightly.
Steph
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Gary,
Although it has probably been a good number of years ago, I think I remember that companies used to be able to get sued for this for false advertising.
My practice is to err on at least partial truth by including in my advertisement(s) that these are not immediate openings but antcipated need to support new projects, facilities, etc.
However, I think just going out and sourcing as Hans had indicated would be a better and more targeted use of your time and your company's resources.
Carl
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Gary,
I think what you're talking about is building talent pipelines yet sourcing for non-existing requisitions under the false premise that they actually exist might not be the most adequate route to do so.
The most important aspect when building these pipelines and maintaining an attractive employment brand is conveying a proper message, one that is realistic and accurately depicts the time frames in which these potential openings are expected to materialize, while balancing this with frequent "touches" to the candidates in order to maintan relationships positive and dynamic.
Reaching out to a desirable talent with a message, for example, such as "I noticed your background, and was very pleasantly impressed. We are looking at a very interesting opening a few months down the line for an XYZ role, and I simply wanted to reach out to learn a little bit more about your experience, and tell you about the role that I think you would be an excellent fit for."
With this said, expectations are clear, and a simple "May I call you a few months once this position actually opens? I would love to be able to extend that opportunity to you" would grant you a welcome to include that candidate in your pipeline of potential candidates which are already warm to your organization and the potential requisition itself. After that, its up to you to keep the relationship alive and fresh, but at no point are you listing "dummy" reqs, which would not only be untruthful, but would inevitably lead to stale relationships down the line after a certain time goes by and they are not contacted.
I hope this helps,
Hans Guiscardo
Managing Director
+1 210-209-9233
hansg@sourceimpact.com
www.sourceimpact.com
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