Hi! Here’s $500. Now Please Come and Let Me Interview You…

Jessica Lee Candidate Pool, Interviewing, Jessica Lee, Recruiting, Sourcing

I have to admit it – each time I turn to a 3rd party recruiter to help me fill a job, I can’t help but feel a slight twinge of failure, when I pick up the phone and say I need help. After all, if a significant part of my job is recruiting, why would I pay someone to help me find talent? Isn’t that what I get paid to do?

Sure, there are times when I can’t penetrate a particular niche, or in the interest of time, I might turn toNotch_up the outside to deliver me a stellar candidate when I needed him or her, say, yesterday. But I take a great deal of pride in the fact that I am darn good at recruiting talent, and that I can confidently tell the dozens of agencies who call me on a weekly basis, “No thank you. I don’t need any outside help with recruiting.”

Enter into the picture NotchUp, a new recruiting website in which when you find a profile of a person you’re interested in interviewing, you pay the candidate to interview with you. It’s an innovative idea – I have to give my props to the creators of the site for such a fresh concept. Even the Dr. John Sullivan is calling it brilliant. But when I think about the fact that I don’t like paying a recruiter to help me do my job, I’m not sure I could live with even paying an individual to come and interview with me, dollars aside. I mean sure, if NotchUp takes off, it would be potentially more cost effective than using 3rd party recruiters, but my skepticism of the site and service go beyond just the dollars.

A BIG pet peeve of mine – when asked what questions a candidate might have for me about the position I’m interviewing them for, or what questions someone might have for me about my company, the candidate replies, “I don’t know anything about APCO. What do you guys do?” GASP! I’m flabbergasted by this response because I truly expect that candidates have done their homework even before applying with us and that they are highly interested in our opportunities. I give points to candidates who have researched and sought us out. You have to have some kind of intrigue in the work we do or the existing talent we have on our roster. Simply put, you have to want to come and work for us. And I don’t want to have to pay you to even consider the idea. We pay people for the work they produce and the results they achieve, not to just meet with us and chat about the possibilities.

Certainly there are lessons to be learned from NotchUp. For example, Sullivan reminds us in his review that we could all stand to reevaluate our approach to recruiting and make it more flexible and friendly for candidates… but still, I never want to be in a position of having to convince someone to come and interview with me. You have to know that it’s right for you and want it for yourself.

I’m willing to give NotchUp a go – and I’ll be the first to admit I was wrong, if it turns out to be raging success. But admittedly, it’s all with the utmost skepticism that I’m going to give it a whirl.