By Dan Simmons
Have you ever wondered why one organization is more successful using recruiters than others? Recruiters are key partners when searching for top talent. Communication, accurate information, and timely follow-up are important factors in acquiring top talent.
My experience has taught me that the more consistently companies follow these recruitment strategies, the more successful they tend to be!
1. Selecting a Recruiter AND a Partner: This person will be someone you spend a significant amount of time communicating with. It will be easier to communicate if you enjoy the company of the recruiter.
Tip: Invite the recruiters you’re considering to meet with you and get to know them. You may “hit it off” with someone better in-person than over the phone.
2. Do Your Homework: Ask your narrowed down list of recruiters questions to learn more about them, determine their abilities and gauge their passion for the industry. Remember: Call Their References!
- How long have you been in the recruiting business?
- Do you specialize in a particular area or niche?
- Do you partner with other recruiters?
- Why should I use YOU over the next recruiter?
3. Provide All Your Information: Give your recruiter as much information about the position as you can. The more information you supply, the better the candidates will be that you receive. This will ensure retention and a solid hire!
4. Hiring Managers Must Be Involved: In order to optimize search results, difficult questions need to be asked. Communicating as a team will also help ensure everyone is on the same page.
- What will this person do every day and how will they be evaluated?
- What challenges will they face in their position?
- What skills must they possess to be considered?
5. Take Them From Here . . . But Not From There: Supply a list of competitors to your recruiter, along with a “no touch” list of companies that you would not want to take people from—for whatever reason.
6. Supply Technical Questions: Some searches require specific technical skills. To assist your recruiter, supply technical screening questions. This will ensure the candidates presented to you will have the basic skills to be considered.
7. Know How to Sell Your Opportunity: What will draw new hires to your organization? Brainstorm with your recruiter in the following areas and create the marketing plan:
- How should we market the organization?
- How should we market the manager that this position reports to?
- How should we market the geography you’re in?
8. What’s The Status: Regular communication should be scheduled to discuss the status of the search and candidates who are in the process. Let them know immediately of any changes in the search – job criteria, internal candidates, candidates from alternative sources, etc.
9. Feedback: Reach an agreement early on regarding how feedback will be given and how soon it will be given following candidate presentations and interviews. Supply feedback to your recruiter. They will only improve if you are giving them timely, accurate feedback.
10. Keep It Moving: Good candidates are difficult to find. Once you find them . . . they don’t last long. Keep your process focused! Re-confirm all key individuals are available at the time of the interview and move quickly on key candidates.
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