Good recruiters serve two groups, employers and job candidates. To achieve the most rewarding results for everyone involved, including you, it makes sense to develop strategies to most effectively meet the needs, and exceed the expectations, of both groups.
In our last post, we focused on the job candidates and today, we’ll focus on employers. To create the best value for them, you will want to outperform your competition by addressing problems that are being left wide open by other recruiters. This is quite easy to do considering that a Leadership IQ study discovered a shocking 19% figure for the amount of new hires that “achieve success.” That is a disappointing statistic for recruiters, job candidates, and employees alike because you go to all the trouble to solidify the hire only for it not to stick or provide long-lasting rewards for anyone. This creates extra work for you, less value for the employer, and more cost to the employer. Employers need new hires that will be worth the money spent to hire them, and stay long enough to help the business reach their goals.
Employers are a large part of the recruiting equation, being the people who need an employee and who have the corporate culture and projects that the hires revolve around. What do they have to say? How could their needs impact the decision for a truly successful hire? For help with recruiting, use our free applicant tracking system for small business hiring. Recruiteze is the number one applicant tracking system for online recruiting. It will save you time and money. Keep reading to learn more.
What Employers Wish Recruiters Knew
Get To Know Our Company
The Vet Recruiter outlines the importance of knowing the client’s industry, “It is important that recruiters have experience in your industry because they will improve your chance of getting good people with the specific experience you need. They understand the candidates’ language, they’ll understand their accomplishments, they’ll see through their exaggerations, and they will make a better impression on your behalf. Experience within a particular industry also allows recruiters to save time. They more readily understand your job description and what is important to your situation. They will also have a better knowledge of where to start looking or where not to look for qualified candidates.”
The whole point in hiring new employees is to better the business, whether through more efficient service, stronger talent, or more innovative minds. A good recruiter should do much more than quickly fill empty spaces. Optimally, they should have a grasp of the business’ industry, the skills and technologies associated with its talent base, its culture, and its current and future goals. At least one of these areas should be covered extensively to provide quality, long-lasting candidates. The more areas you cover, the better. You could be very familiar with a specific industry or a handful of specific skillsets. You definitely want to be well acquainted with your clients’ businesses. Imagine if you knew the company’s culture well enough to anticipate what personalities would be best suited to the company and to foresee potential problems with certain candidates?
We Need More Than An Immediate Hire
BCG Attorney Search advises, “Office Administrators and Managing Partners are totally put off by a recruiter who lacks passion, confidence, expertise, and knowledge about his/her profession and who merely approaches the business with thoughts of a “sale” or a “placement.”
In a pinch, such as when there are too few service or labor employees, your employer may need a quick, less than perfect match more than anything else because an inability to meet demand is their greatest problem at the moment. Most of the time, this isn’t the reason for an employer to seek out a recruiter. Employers rely on you to find talent that is the best long-term fit for their company. They need someone who will bring skills and perspectives to make the company better and remain in the position long enough to make a real impact. This sort of hire requires time, effort, and interest in both the candidate and the company. Also, each business has unique needs, and the same business may need different things at different times, so don’t apply a one-size-fits-all seat-filling tactic to each client. Change your tactics to fit each business and their current goals.
Take The Time To Get To Know The Candidate
BCG Attorney Search also said, “Firms today are not merely interested in filling a position, but also in shaping a more productive legal structure for the future. At the end of the day, a recruiter’s overall fulfillment should be the ability to say that he/she made a substantial enhancement in the careers of his/her candidates by assisting their clients in building a great firm that is able to attract, develop, excite, and retain exceptional lawyers to better serve its clients.”
We stated above that employers want you to know what they need. It stands to reason that you can’t match a candidate to them very well if you don’t also know the candidate. Make notes in your applicant tracking system for small business hiring. Take the time to discover candidate’s needs, their goals for the future, and relevant details about their personality. Do their goals mesh with the business you are hiring for? Is their preferred work environment a good fit for the business? Does their work history and personality complement the goals and managerial strategies of the business? These questions are at least as important, if not more so, than determining talent, skills, and salary requirements alone.
Kevin Grossman at Talent Circles describes, “User adoption correlates tightly with customer retention, and yet, marketing gets them to the door and sales closes it, then marketing and sales sit on the porch and have a few beers, watching the rain and the employment branding and job applicant kids out playing in it. You’d think that an integrated marketing strategy includes a retention investment, but it’s not.
Same with recruiting talent, regardless if we’re talking contingent, retainer, corporate, RPO — but the argument is that, after the final candidates are presented, even closed, “management” leadership takes over and whatever happens 3, 6, 12 months down the road, isn’t recruiting’s problem.
But I’d argue that insightful leaders understand that reducing turnover, increasing team retention and improving overall quality of fit with workplace culture are huge initiatives in an ever-changing and highly competitive social talent economy. That means everybody pre – and post – onboarding on your team plays a role in ‘user adoption.’”
The ultimate recruiter takes interest in the company and the job candidate as mentioned above and combines it with a healthy dose of professionalism. On the date of hire, the job candidate should be well chosen to provide long-lasting rewards to both the candidate and employer and they should be fully prepared to do their work. The employer should also have any paperwork and documentation they need to assess the candidate and your reasons for selecting them. If you’ve done the research to make sure the employee is a good fit for the long haul, you’ve completed most of the professionalism requirements. The rest relies on conducting your communications with the job candidate in such a way that they understand the future job requirements as well as the steps to landing the job and will be prepared to start work in a productive state. In our partner post on job candidates, you will see candidates are often left feeling confused by communications and unable to reach the deadlines set by recruiters in a healthy or reasonable manner. Do everything in a recruiter’s job description to make sure candidates have all they need to be ready to be interviewed and start work. Explain the details of the job to them, be consistent with communications, and keep them abreast of changes so they can present themselves in the manner that is most advantageous for themselves and the employer.
Maintain Communication With Us
BCG also states that, “A true and loyal client is one who believes in you (the recruiter) and who ultimately believes that you have an interest in the firm’s overall success.”
Prove to employers that you have an interest in the future of their company and add value to your service by maintaining regular communication with the companies you serve. Become acquainted with any managers or administrators directly related to recruiting. Regularly check in with employers to see what their staffing goals are and how they are coming along. Collaborate with employers to devise staffing strategies for their company and use this as a basis for your communications and your selection of job candidates. Keep up with benefit, policy, and compensation changes that may impact your candidate choices and communications.
We all understand that you’re busy, but you should never be so busy that you aren’t providing quality candidate/employer matches. Both job candidates and employers are asking that you take more time to serve them more efficiently. Listen, and everyone should be happier, including you. It may be difficult at first, and some employers and candidates may make demands on you that seem converse to you being able to make time, but work towards that goal anyway. All businesses have to set limits on what they can offer in order to give everyone better service. You shouldn’t have to hire as many people if more people stayed in their jobs.
Free Applicant Tracking System For Small Business Hiring Needs
Recruiteze is an applicant tracking system for small business hiring needs. This powerful online recruiting system makes your life easier by saving you time and money. Best of all, you can start using Recruiteze today, for free!
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