HR Departments Operating In Emergency Mode

image  Recruiting is a(n)…

  • Sport – it is very competitive.
  • Art – there are as many different styles as there are people.
  •   Craft – you have to do it to get it done.
  • Often neglected – some just don’t care about the means.

The title of this article is not to imply that corporate HR professionals have had a crisis thrown onto them, but rather that some, or many, have consciously made decisions to operate in such a way to ensure chaos and confusion and inefficiency in their workings.

Recently Mark Sheldon of Dallas shared about his experience in dealing with a recruiter who sources for several airlines, and in this case, Southwest Air…


  Long story short, I have been submitted to Southwest Airlines for various BA and PM positions over the past 8 years.  Sometimes through small independents, as well as big agencies such as K-Force.  I have even been selected for interview a time or two.  But invariably, the result is always the same: “The client has not provided any feedback, but since they have closed the position, we conclude that they have filled it.”  And my responding thoughts are always the same: “What did they think of me?  What did they feel were my strengths, my weaknesses?  Am I blacklisted for some reason unbeknownst to me from years ago?”

The recruiter I dealt with most recently told me that SWA does not give feedback about any candidates, ever – unless they request an interview – and then that itself is the feedback.

OK, fine, whatever.  So far, I have continued to respond to recruiters’ requests to submit me as a candidate.  But, that might change as Southwest continues to disrespect me and my valuable time.

This latest go-round I was submitted for the position that was titled “Analyst”.  The recruiter read it to me, and we both agreed that it was a “Business Analyst” position.  Days later he called back and said that SWA had responded to all the submitting recruiters about the position and instructed them to withdraw any and all candidates who were Business Analysts.  “It is a Quality Analyst and not a BA position” they said. The recruiter explained to me that it was the hiring manager who issued the req.

Frankly, I don’t care whether it was the hiring manager or the HR Catbert who issued the requisition.  The result is the same; their process is “messed up”, to put it nicely.

As a consultant (that is, an ever-jobseeking professional), I can empathize with Sheldon.  In my own case, the State Of Texas is the bane of my recruitment.  The independent recruiters are required to submit about 4 pages of paperwork for each candidate for every req.   Though the paperwork is basically the same each time, the titles and particulars are unique for each req.  So, you can just send in the same one you sent last time.  You have to take time and fill it out every time.

Then, just as with Sheldon and Southwest Airlines, I never hear another word – no feedback, no questions, no negotiations.  Nothing.

Using independent recruiters to source positions is essential for many employers, and there is nothing wrong with that at all.  It can be tremendously effective in obtaining top talent for tech jobs and any job.  But most wise hirers will still participate in some degree of respectful interaction with the candidate during the recruiting process.

But, what many companies have done is to put up a barrier around themselves instead of augmenting their team with the independents.

In all the dozen+ jobs I’ve gotten, it is the ones where I get feedback for which I have received offers.  So, I must say to the likes of the State Of Texas and Southwest Airlines, if you want to succeed in accessing top candidates, fix your systems so that you can show them a little love and respect.