Interesting pronouncement but I assure you you that it did not come from my mouth to heaven's ears. Several years ago when I thought about trying to return to the full time corporate side of HR a seasoned recruiter made the comment after looking at my resume.
It really is confusing. In recent discussions, there has been considerable emphasis placed on managers not being effective in reviewing the performance of their employees. They are not diligent in following the steps of HR performance management programs and particularly ongoing communication with employees between formal reviews.
Dear Congressperson:
I know you are busy, but I am hoping you can take a few minutes out of your sequester stuff to help with the Family and Medical Leave Act, as amended by the National Defense Authorization Act of 2008, as amended again by the National Defense Authorization Act for Fiscal Year 2010, as amended yet again by the Airline Flight Crew Technical Corrections Act of 2010.
For over thirty seven years I have been working with, observing, coaching and training Managers in our industry as well as in the client companies for which we provide our services. Some have struggled in their role and found it difficult if not impossible to properly adapt to a management function. Others struggled and yet learned and grew to be successful managers. And of course, there were those who already were effective managers and sought to develop new skills and approaches that would make them even better.
When I first started my career as a recruiter, I worked and trained with a few “old-school” recruiters who had learned the staffing business in the days before internet searches and online job boards … when recruiters were called “Head Hunters” and had Rolodexes filled with prized contacts. It was all about who they knew. The implication of the term Head Hunter was that they only went after top talent – usually people who worked for their client’s competitors – and actually recruited them away from one company to come work for another!
