GET OUT OF YOUR RECRUITER’S WAY!
Recruiters aren’t just sourcing for any candidate. They are scouring your candidate. Using their rich network, they are hunting down the highest quality active and passive job seekers in order to develop a talent pool for your unique job opening.
Retaining a search firm, means you are serious about hiring ASAP. You’re paying for an expert who has a proven track record of placing successful professionals. You’re paying for their process ~ weeks of intense searching through hundreds of candidate resumes and profiles, communicating through countless emails and phone calls, conducting extensive first interviews, and coming alongside you to ensure you extend the offer to the best candidate.
So, why are you making her job so difficult?
Avoid these common mistakes employers make during the recruitment process…
Ignoring the candidates your recruiter recommends
The sourcing process can be long and arduous, which is why you hired a recruiter! When a recruiter presents a candidate, it’s because his or her skills and experience align with your job spec. Trust your recruiter. Take a look at the candidate. Otherwise, you’re slowing down the hiring process you hired her to expedite!
Low-balling the talent
Every employer wants to get the best candidate at the best price. However, top candidates with extensive experience and innovative ideas will not accept an offer that is suitable for a young, minimally experienced professional. Your recruiter should be an expert when it comes to market value for this role and your industry. Take her recommendation or you will lose out on a great hire for over a few dollars.
Unnecessarily dragging out the interview process
If your job description is done correctly, (including detailed deliverables and expectations, necessary experience, and company culture) a candidate’s fit should be evident quickly. Avoid forcing candidates to go through more than three rounds of interviews. Remember, you paid a recruiter to do most of the legwork for you upfront!
Inviting too many cooks into the kitchen
There should be a core group of two to three key stakeholders making the final hiring decision. Typically, these are the hiring manager and any relevant leaders.
Don’t stalk the recruiter
Your recruiter is diligently working for you. Constantly pinging him with emails or calls just to “check-in” slows the process. Determine deadlines, expectations, and a communication strategy at the onset of your partnership… then respect those deadlines—giving your recruiter space to work his or her magic.
Remember, you hired a recruiter for a reason—expertise, access to (not-always-easy-to-find) top candidates and clients, and a proven track record for filling searches. Make your recruiter’s job easier by allowing space for their best work to be done. Help ensure the best candidate is found, but don’t become an obstacle at every turn.