Hiring Delays: Who Should Ensure Positions Are Filled on Time—Recruiters, Panels, or Management?

Who is Responsible for Closing the Position on Time?

Please give your views on the question asked in the title: "Who is responsible for closing the position on time? Is it the recruiter, the interview panel, the management, or whoever gives the final decision?"

Regards,
Abhay

It's obviously the recruiter who is responsible for closing the open positions on time, not the interview panel or management. Though they are part of the interview process, the responsibility lies with the recruiter, according to my view. Let other seniors provide their inputs on the same.

Regards

Recruiters will be helpless if the panel or management takes their own sweet time or does not revert promptly. Some opportunities are lost because of delayed responses. That is why companies have metrics to monitor various components of internal lead time. These metrics pinpoint areas where attention is needed and eliminate the blame game!

As one of our members (Bmktts) said, recruiters will be helpless if management/panel responses are delayed or not prompt. They will not be responsible for answering the concerned person (who raised the RR) when it comes to closing the open positions. It's the recruiters' responsibility to answer them.

Please note: Recruiters are not in a position to discuss the above-mentioned reasons for delayed or non-prompt responses from the panel. Recruiters have to close the position despite all these hurdles. So, recruiters are great and are responsible, aren't they?

Seniors, let us know more about this!

Thanks, Abhay, for your appreciation of my first thread.

Regards

A recruiter can follow up with the interview panel for their feedback and schedule further rounds for the shortlisted candidates. However, my point is that the position can only be closed when the decision of whom to hire and at what cost is made, and subsequently when the candidate physically joins the company. Here, this decision-making process is the most crucial part.

Please correct me if I am wrong.

Regards,
Abhay

Making a decision is indeed very important! However, it's not solely in the recruiter's hands; it lies with the panel or management. If they make the right decision at the right time, with the right compensation, it won't be a problem for recruiters. As you mentioned, following up with the panel to schedule further rounds of interviews is not an easy task with some companies.

Correct me if I am wrong!

Regards

When you expect the recruiter to be responsible for closing the position, you cannot and should not forget that it's the management who ultimately makes the decision, and they take their own "time" for it. So how are recruiters responsible for the delay in closing the position on time?

Regards,
Abhay

Of course... Finally, they blame/put the black mark on recruiters for the non-closure of positions, irrespective of the reasons. So, I put the sole responsibility on recruiters. "Nobody wants the hidden truth behind anything."

Regards

Though my discussion is a dilemma, being a recruiter, I know the hidden truth behind the interview process in some companies, especially small-scale industries. Finally, recruiters will become responsible for non-closure.

Regards

Let us first clarify the term "closing a position" to its full extent. The recruiter and their invaluable work come into play only when the hiring authorities/administration/senior management determine the quantity and quality of manpower required in the firm and the timeframe for acquiring it. The recruiter's responsibilities vary based on the industry, arena, and country of the firm's operation. In India, the recruiter typically formulates the job description (JD), posts and advertises the job, creates a talent pool, shortlists candidates, confirms selections, and raises invoices.

Although it may seem like a simple task, closing a position within a specified time frame requires considerable effort. It is essential to highlight that when a person is hired as a recruiter, their ability to work comfortably under time-bound pressures is a key factor. In cases of internal recruitment, the time frame may already be shortened due to delays within the organizational hierarchy. Additionally, management sometimes takes their time finalizing vacancy mandates, leaving recruiters with limited time to fill the position. It is crucial to note that the recruitment industry can be quite average, as almost anyone with access to job portals can achieve similar results. What sets you apart from the average is your ability to deliver even under tight deadlines.

Wishing you the best of luck!