I've been in this situation before. Funny how they tell you "We'll let you know within a week what our decision is" and you're thinking "Awesome. At least they'll let me know what the decision is" aaaaanddddd you hear absolutely nothing.
I don't know your specific situation Air Langhi but in the industry I work in it seems like recruiters come and go more often then other positions. I had an incident one time where my application was put on queue for 2 months because the original recruiter that worked my application quit her job and they didn't fill her position a month after and the new recruiter was like "yea, sorry about the long wait. We're just getting around to finishing up with the old recruiter's stuff"
I just ran a few queries in the ATS for applications received within the last week: 220, month: 5,231, year: 71,212. (We have just below 3,000 employees currently working for the organization.) I quite literally have thousands of apps that I can search through multiple ways. Of course, the vast majority of those aren't legitimate candidates. But a nice amount of them are, as long as you're wiling to take the time to find them. A corporate recruiter is one that works for the company or organization, an external or contingency recruiter is used when outsourcing.
Resumes that were referrals that go directly to hiring managers or VP's still have to go back to HR for screening. I don't know why, but that's been the trend for me. I'm sure in other industries it would work differently. And I don't want to offend HR Dept, but my personal opinion is HR people are usually dumb and aren't necessarily equipped with the common sense/technical skills to determine whether a QUALIFIED candidate is a good fit or not. I know this based on personal experience because managers have to fight with HR to even interview people they want! I also have had experience where some firms don't even have HR, period. They have a hybrid role that an office manager usually fills. The managing partners and directors screen everyone. That's where I've had the most success. From personal experience, those internal recruiters (most don't even have a college degree) are making 75-88.5K a year. The freaking HR managers are making 120-130K a year. It's a joke!!!
My wife is in HR, so I'm staying away from this discussion, hahaha. I agree, many of them are overpaid. The numbers you are talking about are on the low end too. All I'll say is, I wish I could get paid what corporate recruiters get paid, and not have to be evaluated on my job. I mean find people for hiring managers. If you hire them, great, if you don't, whatever. If they suck, not my prob, you chose them. If they are awesome, great I find awesome people. Now pay me.
You don't offend me at all. I hear this kind of stuff all the time. It's from people that have no idea what they're talking about and have had one or two interactions with HR or from people who experienced working with bloated inefficient HR departments that didn't play a strategic role in their organization's goals. Both of those instance occur far moe than I'd like to see. And I'd hope any firm that you've seen without an HR presence was smaller than 50-55 people. For a variety of reasons, mostly legal and compliance related, you're playing with fire after that point. We're all entitled to our own opinions though. Good luck OP, hope you land the gig.
I agree, but again, I'm strictly basing my displeasure on anecdotes. This next one is a good example. I applied to my current position three times. All three times I get rejected. I finally do my due diligence and call the company and ask to speak with the internal recruiter (after seeing on LinkedIn that they have some). After 20 minutes of conversing over the phone, I get a face to face interview. I get an offer within a few days. I start the job and after a few weeks the VP of the department tells me I'm great and that they spent over 5 months trying to fill this position. Who is to blame for something like this? The current system in place or the HR/Recruiter? Are they not interchangeable? How was I overlooked three times when I WAS EXACTLY WHAT THEY WERE LOOKING FOR??? My first application was sent back in May. My resume did not changed. The job description has not changed. I was qualified from day one! And if the system is to blame, why hasn't anyone come up with a better process. I'm not mad though, I love my new job!
HR dept (the poster) is cool but HR departments can suck a dick, overpaid to make you jump through hoops and have no idea what any of the jobs actually entail.
So it's been about 8 business days since my 3rd interview. HR, manager, director. Who should I reach out to? the HR person?
They have likely offered the job to someone else and wont let you know until that person has accepted. Lots of things can happen. They don't want to tell you you didn't get it only to have the guy reject the offer and they are stuck without anyone for the job. Be patient. Maybe you will get it after all.
oddly enough...just got the call to ask if i was still interested. 8 days on the dot. there's gotta be some internal calendar i am not aware of. she did some "ah..let me look at your file..yada yada...so u were interested in a salary range of..etc" I am guessing they are preparing offer letters and she was doing her research on what everyone would take for salary.
of course. That's the name of the game. You might be qualified for the job and the interviewers might have liked you but they need to look at all angles. If you're salary demand is $80k a year whereas another candidate they liked is only demanding $70k then they have to think "Do we really like this guy enough to pay him more while the other candidate is just as qualified?"
You're upset at someone wanting to perform their job during business hours? I don't see how it's not a normal practice to get contacted for jobs you are applying for during what would be considered work hours. If it was a job you were applying for outside of the company would you have the same complaints? I would doubt it. It's still a job you are applying for, the process should still apply.
I applied to an internal position here at work on 9/12 and already got a decline letter. I think this was one of those jobs that was already filled but they had to post it on the database for a week for legal reasons. My company is notorious for doing that. I know because that's how I got my current position. They posted the job after my interview but told me not to worry about it. LOL... Oh well. I had a pretty good streak of getting positions I've applied for here (3 in a row) but I guess I just have to keep on plugging away. Something better is bound to come up, right?
These are not the exact salaries but something like this.. lets say I make 63. Job I want has a range of 36-69. During the initial phone interview I had hinted my expectation of midpoint to max (53-69). Prior to my first one site interview I had given her the salary info again because she asked. Last week she called and we discussed it again. I got a call again from the recruiter with more questions. Asked if I was interested in different job title..i was skeptical..and she offered a salary of 40K. Oddly enough, I got a reply to my thank you from my 2nd onsite interview. I wonder if I should mention the hold up? Any advice on how to word it?
It is a job outside my current company. Corporate recruiters go find candidates outside the organization to find people. Actually kind of felt bad. I guess she was calling from her "home office" and her kids kept interrupting her.
