I think most managers acknowledged how much more efficient they were without constant back-and-forth with a recruiter. Some teams choose to delegate things like sourcing to entry-level staff. Also, your workers specialize in their own damn fields.... they, and their subordinates, know where a lot of candidates are.... and often know the best people in the area already.... the problem is that most hiring managers never give their recruiters these inside tips and expect recruiters to figure everything out while filling 20+ roles.

A small number of teams struggled.... and that's why we repurposed a few recruiters as consultants so that they could train managers in how to recruit. Biggest issue that surfaced was pay: and so in hard-to-fill cases we just adjust pay and candidates came flowing in.

Also, we had our marketing team create some training resources to show, e.g., how to SEO-optimize a job descriptions and max applications received (e.g. Reposting Tuesday is best on LinkedIn.... maybe because everybody remembers how much they hate their jobs on Monday!). Even our old recruiters were shocked about how much more sophisticated our new system was... and many of them were converts... realizing how broken the recruiting profession is....