My recruitment disaster! Why is it going wrong and how to avoid it…

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29/06/2017

Why are my vacancies still vacant? The recruiter claims she’s an expert, so why does she need more of my valuable time? The next time you find yourself grumbling about the performance of your recruiter, think about how much you contributed to the poor recruitment process or shortlist that didn’t hit the mark. You have not succeeded in either choosing the right recruiter, or if you have, have you invested sufficient time in motivating him/her to make yours their overriding priority. Remember: 80% of people would take one job over another based on personal relationships formed during the interview process. (Source: Mattersight)

Why is your job not a priority?

Recruitment requires a broad range of commercial and people skills, and it is also very time-consuming. Recruiters work on multiple concurrent assignments and many also manage teams of contractors at the same time. Therefore we have to prioritise based on client commitment. Once we have uncovered how invested a client is, we will prioritise your assignment accordingly.

The negative impact of the scatter-gun approach

When a scatter-gun approach to sourcing talent is taken, the client simply doesn’t have time to give each recruiter a full brief.  Once the project is underway, communication between client and a range of recruiters becomes cumbersome for the client.  The recruiters know they are in a resume race and speed is of the essence.  You, the client think you’re going to receive a range of candidates which represents the best the market has to offer, when in fact you’re getting the best the recruiters could offer at short notice.  The result is a flood of CVs in to your inbox and it’s then down to you to decide who to interview, based purely on the look of a CV.  The result of a scatter-gun approach is that you end up interviewing candidates that aren’t right for the role or your company. This wastes everybody’s time; yours, the candidates and the recruiters.

To get the best out of your recruiter and make the most of your time available for recruitment, our top 3 tips are:

  1. Sell the opportunity

Working in a “candidate driven market” has its challenges for the hiring company. If you are interested in interviewing a candidate the chances are there will be two or three other companies also interested in that individual. You need your opportunity and company to be their preferred choice and this starts right at the beginning of the process.

The more you sell the opportunity to your recruiter, the more enthused and energetic they will be when approaching prospective candidates about your vacancy.

Remind your recruiter what's great about your company, the role and working for you!

The more information you provide allows your recruiter to gain real commitment from a candidate and test their suitability for the role. It also makes sure their motivations for applying are in the interest of both parties.

Our aim is to match both experience and cultural fit of the candidate to a company and job opportunity. Effective communication with your recruiter at the very start of the process increases your chances of hiring the right people to help build and grow their business.

  1. Time to hire – Meet your deadlines

How urgent is your need to hire? An unfilled vacancy can be costly for a company and therefore by committing to first and second interview dates from the outset your recruiter has timescales to work towards and your job opportunity becomes a priority.

You may have to be flexible and offer alternative dates should candidate availability be an issue but by putting these timescales in place you have shown your commitment to the process. Behind the scenes you have a team of recruiters working on matching the best candidates to your vacancy and therefore meeting your hiring deadline.

  1. Feedback

Giving good timely feedback as to why a CV is suitable or not, allows your recruiter to refine their search and provide you with a shortlist of candidates that match the brief.  

If you see something in a CV that is jumping out at you tell your Recruiter (no time like the present), we may have more people just like that. Or if you feel the candidate is not right be specific in your reasons why so that we can provide honest feedback to the candidate and they are left with a positive lasting impression of your company. If the candidate is not right why keep them waiting?

Our experience is that we have greater success with clients with whom we have productive, open and regular communication with. Your vacancy is filled quicker and candidates have a positive experience whether they get the job or not. Statistics show that 60% of job seekers report having a poor candidate experience, and of those 60%, 72% of them shared information on it through an employer review site, such as Glassdoor, on a social networking site, or directly with a colleague or friend. Source: http://bit.ly/2rUro8K. This emphasises the impact of candidate experience on your brand – the better you treat candidates, the better quality of candidates you will attract.

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