-Higher than normal turnover rates for staffing from the desk level all the way to the top. Constant turbulence, mixed messages and change of strategy.
-Micromanagement to the max. Every job for a Recruiter is assigned and monitored via a "dashboard" tracking system.
-Recruiters can no longer source candidates for all of their clients at a local level because the recruiting structure is segmented into a "retail" or a "national strategic organization" market, so you are sourcing local candidates but cut out from half of the local business. Less opportunity.
-The new recruitment model does not encourage recruiters to form relationships with their Account Managers. Each recruiting team has an Area Recruiting Manager that dictates which jobs Recruiters work and Account Managers have been specifically asked not to "sell" their jobs to their recruitment teams anymore. Heavy cut-throat politics come into play, and that is a direct consequence of particular individuals in upper-management.
-Management will hold Recruiters super accountable on their dashboard micromanagement system but provide minimal recruiting tools. They unsubscribed to Careerbuilder and Dice and it's very rare to get a LinkedIn recruiter account. Decision makers often have no real recruiting experience, plays too many politics and chose to manipulate and analyze spread sheets from an intern instead of listening to his high level producers. What kind of IT staffing company eliminates Dice?
-Very low base salary for those who started more than 2 years ago. Management will low ball their internal employees who are loyal and consistently producing but bring in brand new Recruiters at higher salaries.
-The compensation structure for Recruiting Managers and above is still very based on individual performance and they are compensated very little for team production. They will trap you into a "Lead" role and negotiate hard with you once you have invested your time before giving the Manager title.
-Management will choose to promote average producers and cheerleaders who will always agree with them and will cut people out who offer alternative ideas
-Internal candidate database management is led by a team of mediocre former recruiters. The database is widely disliked and considered overcomplicated. When you interview ask the people you meet with if they like their candidate database.
-Management has found a way to switch existing placements you have into another "solutions" line of business that is paid out at a lower percentage. Corrupt and immoral practices and their thought process is "if you don't like it then leave."
