Blame the Recruiter!

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Why are my vacancies still vacant?
The recruiter claims she is an expert, so why does she need more of my valuable time?
Why doesn’t she just send me more CV’s/resumes?

The answers to these questions are simple:

You have not succeeded in either choosing the right recruiter, or more likely if you have, have you invested sufficient time in motivating him/her to make yours their overriding priority? Here are 3 significant tips on how to motivate your recruitment partner and why;

 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.

2. 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 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.

3. 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, 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. Also 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.

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