When a client requests our help, we must dig deep on why they are having issues and sometimes its glaringly obvious. In our previous post we talked about why hiring managers cant hire. Now we will talk about some of the errors that seem so normal through lack of understanding when it comes to recruiting. Posting a copy and paste of the job description on Indeed, adding it to your careers page then sitting back and waiting for applicants will not get you the best person. This is not recruiting. Its not lazy, it's just being unaware of the work that go's in to executing the process correctly.
More is not always better.
We won’t, we just can’t work with you if you are working with multiple recruitment agencies. You are doing yourself more damage than good. We will not waste your time and we will not waste ours. It's counterproductive. It's like a game of hungry hippos. Nothing is being done correctly. It’s just a rush and trust me this will come back to bite you, it will cost you more and will damage your brand.
Tech is great, it’s great to utilise but while you have a telephone interview, then a video interview, then get them to meet the line manager and then get them in again to meet the MD and his dog. No. We promise you candidates will slip through your hands like water. While you are busy looking at your diary to see when you're next free to fit them in, they will have had a single stage interview elsewhere and been offered the job without having to jump through hoops. Why? Because the recruiter will have done a proper job at the start of the process with their candidate and client. Remember I said, “While you are busy looking at your diary to see when you are next free to fit them in”? That’s exactly it, you are busy and you should be paying a recruiter to alleviate this time issue. Allowing them to save you time but in order to do that you must ask yourself the question "do you trust them". Get off your high horse and admit they may know a bit more about recruitment than you. Just like you when you assign a builder to to add that kitchen extension to your home; make sure they have the qualifications, they are members of the REC and ask what you have to do in order to get the right people. Listen.
Be decisive.
If you like the candidate, make a move on them. We hear “we would like to see a couple more to compare”. You're talking like candidates are ten to the penny. Like people are forming an orderly queue to be your next employee and don’t want to work for anyone else. You think that they will be okay knowing that you are not overly confident on them. It gives them the image that they are not really wanted so they will continue interviewing. Guess what will happen? Someone will show them a bit more love than you did.
Add some value to the candidate.
You will know what the candidates’ requirements are before you interview them. Your recruiter should know all the requirements the candidate has to enable a smooth acceptance. Please don’t go low balling them. This isn’t a street market where you haggle over a leather purse. This is a human being. Bear in mind you have likely been waxing lyrical about how good a place it is to work; how happy your team are and…
how…
you…
value…
them.
Think about them bits in blue?
The answer to recruiting properly is putting your candidate first. Put yourself in their position without your rose tinted spec’s
Make sure you a have realistic skills expectations versus what’s on the market.
Salary versus your person/culture/job specification and requirements.
A hiring team, that is on the same page that can sell the opportunity.
A fast and smooth streamlined process that is implemented at the start.
Get off your backside and make things happen. You honestly don’t understand how important the hiring process is and the effect it has on your potential employee.
You probably won’t know any of this until you have spoke to a recruiter who does their job properly and you won’t get one prepared to do that while you are working with 6 others. Why should we share our knowledge and do the work for the lazy ones who are just racing to the bottom while feeding on the scraps? If you want to see a snippet of what Mooch do within the process that you expect for free look at Sourcing Candidates is easy as this .If you want to know more on how you can gain the best talent for your organisation then please do get in touch.