the Most Return From the Recruiting Process
Editor, Talent Perspectives
August 2, 2019
writing this article for the hiring managers out there-- the folks that need to
bring talented people to their organization, and who have decided to engage the
services of an search firm to help them find the right person(s) to
fill important roles on their team. (The
opinions expressed are based upon many years experience in finding talent
for our own team as well as helping our clients-including the Fortune 50- find
talent for their teams.)
These are the areas
our team has identified as the best ways to streamline and boost your recruiting
Engage a reputable
company. Look for a recruiting vendor with a stellar reputation
for transparency as well as track record of filling similar roles to yours. (There's nothing wrong with checking company references,
or in asking to speak with a member of the firm's leadership team.)
How deep is their
candidate reach? Do they have
people in their own database that they already know and are working with?
Make sure that you
feel comfortable working with the recruiter at the other end of the line. What's their experience like in
industry? (If they don't understand your
industry, you will have to teach them how to do their jobs. Don't go
How well do they listen? Do they ask helpful, penetrating
questions? Are they really hearing your
A good recruiter is
going to need some of your time to not only understand your requirements, but
to ask you some follow on questions about working conditions, what's behind the
job posting you have and the kind of things you're particularly looking for. Any recruiter worth their salt will be able
to ask you these questions early on in your relationship but as you come to
work with them on future openings, you'll find they'll know you and your needs
better and better. But do allow them to
ask, as it will help ensure they're not only matching candidates to requirements,
but helping find candidates who will
fit in well with
your team and your culture.
The best advice I can
give you comes from one of our most experienced recruiters here on our team,
who tells his clients that they need to see him in military terms as their
sharpshooter, and the client becomes his "spotter." As their sharpshooter, he sets up the shots based
on what the client tells him. As he
sends them candidates, it's his clients' job to tell him if the candidates he
is sending are the kind that they want to be seeing. Where his shots falling short?
The more communications you provide a
top-notch recruiter early on will hugely shorten your hiring cycle!
How well do they screen
and brief candidates prior to an interview?
Debrief your recruiter after candidate interviews. Let them know how the candidate scored. Let the recruiter know how they scored, too.
Recognize that this is
a very competitive job market, and that you need to move QUICKLY on the
best talent. Nothing makes us cringe
more than people dragging their feet and watching the best talent slip away-
and we see it occur far too often.
Your recruiter can be
a great asset to help get the candidate interested in joining your team, rather than someone
else's team. They can also help you keep
the candidates compensation requirements within bounds, and they can
communicate back to you things the candidate may not have felt comfortable
Don't go dark. If things
are not going well, the candidate isn't working out, you changed your mind, or
your company has cut its budget, tell your recruiter- even if it's only a brief
email. If they're a good recruiter, let
them know you hope to work with them in the future. This professional courtesy will be greatly
they do particularly well, tell your friends and colleagues.
If you found this article to be helpful or if
you have a comment, please
me know- and share it with others. All the best!......Ross Statham,
Talent Perspectives: Insights for Busy
Professions is a series of brief articles that help build winning teams,
provide insight on talent and provide organizational development ideas.
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