Believe it or not, most companies actually want to hire smart and talented people for their teams. Even more surprisingly, most corporate recruiters actually want you to have a good experience when you apply to a company. And the craziest part is that they actually understand that long term company success depends on this.
Why do recruiters only spend 6 seconds* looking at each resume? Imagine that Acme co. just raised their series B for $30 million and need to hire 50 people during the year. So they hire their first in-house recruiter, Tom, who’s job it is to scale up. Immediately when Tom comes in he asks to buy a bunch of tools and an additional hire, but gets denied because the top brass want to see what Tom can do alone before investing more into it. They say “We’re already spending that money on you!” The answer here is purely in the numbers. Tom is overwhelmed with the number of day-to-day tasks he needs to get done.
Assuming 250 working days in a year, and not even counting the amount of time it takes to *get* the resumes in the first place, Tom needs to do these things to accomplish the annual goal for Acme.
The time it takes to do this is:
0.4 offers made — 1 hour 0.8 second round interviews — 2 hours 1.6 first round interviews- 3 hours 3.2 phone screens — 3 hours
But this already adds up to 9 hours, which is 3x the amount of productive time. (Apparently only 3 hours are productive **)^^ the above are all interruptive needs since they are “live” i.e someone is waiting on you. The only task that’s not live is resume screening, so it takes a back seat.
The reality is, even the most dedicated corporate recruiter never has time to look at resumes, much less respond to them.
Even with this overwhelming job, Tom is smart, and he understands that if he can just prioritize finding the better candidates faster from the resume pile, then the rest of his pipeline will have higher yield rates, saving him an enormous amount of time and also yielding better hires.But when he starts sourcing resumes it all goes downhill.
This is only the tip of the iceberg. Tom also has to fight high level battles for getting referral bonuses approved, establishing an employer brand, getting interviewers to fill out scorecards for candidates, getting budget to hire another recruiter, etc.
Just like candidates are doing their best to get a job, the recruiter is doing his best to keep his.
The next time someone tells you that recruiters just don't care about candidates, you can share this with them :).
At Drafted, we believe that your company network is your single biggest competitive advantage when it comes to hiring. Our mission is to make it easy for you to leverage your network in the hiring process to find the best candidates. Your network is already powerful, it’s just too much work to make it a priority over the day-to-day of recruiting. Companies that use Drafted see their employee referral numbers go up by 2x, their time to hire drop by 30% and their overall hiring efficiency increase significantly within just a few months.