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Keeping Recruiters Out
Recruiting & Staffing
Keeping Recruiters Out
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I would appreciate any comments on how others have been successfull (or not) in keeping recruiters from calling on employees. (screening, company policies, etc).
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Forums » Topic Forums » Recruiting & Staffing » Keeping Recruiters Out
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Keeping Recruiters Out
posted at 3/22/2007 8:03 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
This may be difficult, especially if you have recruiters calling into your company who know what they're doing.
A good receptionist who screens calls can easily deflect the recruiter who's on a fishing expedition. This is the recruiter who knows that you have people she/he might want but doesn't have a name. The recruiter will simply call looking for someone to talk to in your, for example, software engineering department. The reception should simply take messages in cases in which the caller really doesn't have a name. Those aren't the real threat, though. The real threat is the recruiter who knows how to research, and with the Internet job market the way it is, it's all too easy to get names of your company employees. As a recruiter myself, all I have to do is find the name of a current employee, or even better a recently terminated employee, and I can pretty much get all the names I need. And if I have a name, it's easy for me to access the person either through the receptionist or through the automated after hours company directory. You can't stop it. You could publish a policy that prohibits employees from non-company related business during work hours, but you have a problem trying to enforce it. Prohibiting contact with recruiters will only make you look silly. I like to target companies that don't treat employees well. It's very easy to recruit these people. I don't put much effort into recruiting employees out of outstanding companies to work for since my success rate is quite low - after all, I have to be offering them something better and in many cases that's not possible unless it's a significant promotion opportunity. So that is your answer: create a company with competitive pay and benefits, challenging work, and good leadership. The employees of these companies won't necessarily be looking for other jobs and they won't be too receptive to talking to people like me. |
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