Great Company...Horrible Management (Recruiting Department) - Recruiter CBRE Employee Review

The leadership in the staffing department really needs to take some leadership classes on how to manage a world class recruiting department. Remember you will have to pay for it as CBRE doesn't provide tuition reimbursement. There are people in place that are not true leaders. They are in their positions because they made friends with the right people. You don't get promoted based on talent. You are promoted because you learned how to play the game of getting ahead no matter what. The recruiting department has an exceptionally high turnover rate. The department lost almost half of the team in one year. The requisition load is twice of what an average requisition workload should be. Recruiters are required to maintain a workload of 40 requisitions but if often swells to 60 and 70 reqs. The recruiters are overworked and stressed. I believe that the environment is not conducive to progression and upward mobility. There is no clear career progression path for recruiters and the stress of trying to just maintain is overwhelming. I feel as though recruiters are walking into an environment of failure, hostility and poor leadership. Managers are unprofessional as they talk about employees to other employees. Senior level leadership doesn't have a clue as to what it takes to run a world class recruiting department. They play the blame game when things fall apart. The organization fills well over 6000 positions each year without an Applicant Tracking System (ATS). What fortune 500 company doesn't have an ATS and doesn't have a plan to put one in place? They have team building events on work nights (after you have worked all day long), who does that? That’s not team building that’s cutting into your personal time and time with family. There is no work/life balance. You work around the clock to maintain the heavy workload and after a while the stress of it all starts to take you down. Recruiting can be a very rewarding profession. You play a major part in building a successful organization. CBRE needs to learn to value their employees and take action against employees (mangers and non-managers) who don’t uphold the values of the company. If the retention in your department is not good someone needs to take another look as to why. Managers with a subjective thought process needs to be retrained or should be removed from their positions. If you are thinking about becoming a recruiter for CBRE, I would carefully rethink that decision. Turn around and never look back. I did.