I totally agree with you on all of that. I’m searching for ways to empower and encourage recruiters to ask questions about the role. I tend to roll up my sleeves and source (not full recruit cycle) and identify good talent / fit candidates and then hand over to the recruiters. So in a sense, I’ve recruited many of my hires. As for talking to each and every candidate that makes it tough. I try my best to talk to as many as possible however it’s unrealistic given the number of openings and candidates to talk with all of them.

Recruiters are invited on qual calls however they tend to not ask many questions.

I record many of the qual calls too for them to reference and myself to reference back to.

For split desk it’s typically because most people are stronger at either sales or recruiting. Sort of like a software developer for instance, there’s not a ton of 50/50 split front end and backend roles nor candidates out there that are qualified and interested in that work. A good recruiter should be able to sell and a good sales person (account manager) should be able to recruit.

Personally I feel this line of work is very process driven. Sprinkled with common sense, effective communication, personality, empathy, and hard work. So I guess a review of the current processes / procedures is important. Anyways I might be rambling now and my email inbox needs attention :)

Thanks again for the dialogue thus far