The only upward mobility in this position is reserved for either former Time Warner Cable employees in North Carolina, or those who have a personal friendship with a director or directors. There has not been 1 corporate recruiter promoted in St. Louis for at least 5 years. They talk a big game about promoting from within, but they don't really mean what they say. There have been two opportunities in St. Louis for a recruiter to move into a management role since 2017, but they chose to go with Mr. External Hire each time.
HR and Recruiting have a contentious relationship. "Keeping the peace" is the main goal for recruiting management, so the recruiters end up doing more than double the work necessary to complete the recruitment cycle. Management doesn't really care about the work load, so long as they don't have to resolve any problems or stand up for the recruiting team.
If you work as a recruiter for this team, you will hear the term "trusted adviser" over and over again. Of course, there really aren't many quantifiable metrics to determine whether or not a recruiter has mastered the "trusted adviser" role so it's really a subjective opinion of one's supervisor to determine how well the recruiter fit into the trusted adviser role. So, in easy terms, if your supervisor likes you, then you are certainly a trusted adviser.
Performance reviews are a joke. Around April or May, management will tell you what the goals are for the year (not sure if you caught this, but by the time you get your goals for the year, you're already about 4 to 5 months in; however, rest assured that the words "trusted adviser" will be all over the goals). Hold on though, because the goals will change around October or they will spring something on you like, "We have been collecting survey data on you for the last 9 months and that will be on your performance review." A recruiter never knows exactly what is expected of him/her at any given time because it changes constantly. No joke, I was marked down a performance review in 2017 for an initiative that was slated for 2018.
Now let's get to the good part. 2 recruiters were terminated without ANY warning. Neither of them received a verbal or a written warning prior to being let go. Management explained that coaching and counseling sessions had taken place, but, believe me, they did not occur.
Management knows nothing of the recruitment process because they have never performed the process themselves. So when you discuss the challenges with the recruitment process, they view it as complaining because the have never once tried to follow the process on their own. Additionally, management is encouraged to attend events that qualify as diverse or that involve military veterans. However, they always need to include people from the business in these events. The problem is that they don't know any of the business leaders, so they will interrupt your work flow to have you solicit the business leaders to attend certain events. Clearly this causes a time management issue for the recruiter; but the most infuriating part is the boasting on behalf of management after the event is over. Management will not only take full credit for your hard work, they will use it as an unapologetic self-promotion during meetings and conference calls.
Speaking of stealing work and taking credit for it, I have a huge story that will never get approved on Glassdoor, but suffice it to say that an extremely high-ranking recruiting employee stole an entire program of mine and took full and unapologetic credit for it. Shameful.
