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Choosing a Recruiting Firm

Treat the choice of a recruiter like any other major purchase or choice of vendor.  It’s important that the client-recruiter relationship is a good fit for your organization, just like choosing the right dog for your family.  Right, Stevie?  Like many relationships, shared perspectives and values will provide a good foundation for growth and success.

Find out who specifically will be corresponding with candidates and screening them. Will it be a senior partner? A junior associate? A recent college grad?  Seek out firms with experience in your industry, an in-depth knowledge of your business, and a thorough understanding of your company culture. Have realistic expectations of the type of candidates you want to attract. Keep in mind that the more unique the skills are, the smaller the talent pool will be, and the harder it will be to find the right candidate.

Communication is key.  Poor communication is one of the most common obstacles to effective recruiter-client relationships. From the client side, taking the time to articulate clearly the type of candidate you are seeking and the details of the position will make the search more efficient. If hiring managers spend a little extra time up front, it will  avoid wasted time and effort down the road.

Staying responsive to emails from recruiters, candidates and clients goes a long way toward a successful search, building strong partnerships and ensuring positive candidate experiences.   The more feedback that the client can provide to the recruiter, in a timely manner, the closer the match will be.

Work with one or two firms.  Hiring multiple agencies to fill the same role often yields sub-par results and redundancies. Invest in a good firm and reduce the number of recruiters on your searches.  Allocate extra time and resources to helping the recruiter better understand your needs – it will go a lot further to meeting your goals than a room full of recruiters with a vague understanding.  Spend the extra money where it’s needed, on difficult-to-fill positions.  Stevie says it’s worth it!

Recruiting for Salespeople

Meet Wyatt.  His expression looks like the hiring manager who waited too long to start recruiting to fill their open sales positions.  If you’re waiting for the New Year to hit to start looking for new sales talent, you’re too late.  One of the trickiest positions to recruit for is sales, so when is the best time to recruit salespeople?  The time is right now!

While most companies are in headcount planning and budgeting mode in October, November and December, many salespeople are looking for a fresh start in the New Year.  That means they’re exploring opportunities while you’re in 2018 planning meetings.  Having a vacancy on your sales team for even one-day can have a negative impact on your organization.

Wyatt The industry average time-to- hire has increased to an average of over 65 days so keeping your candidate pipeline filled at all times is critical. Top salespeople only spend an average of ten days on the market before being recruited for their next role.  Building a pipeline of passive candidates takes a strong sourcing engine, so engage with a firm who can work with your in-house recruiting team to help you fill your open positions more efficiently.  We don’t like to see Wyatt looking  disappointed.

Planning for the New Year

Is your company planning to grow next year? This means that you’ll need to hire more people and you’re likely in headcount planning meetings for 2018 right now.  And…you probably feel a little bit like Bruiser.

There is a lot of pressure for organizations that are expanding in various locations and job functions so now is the time to also plan for successful recruiting partnerships so that you can find the right talent for the year ahead.  While most companies have in-house recruiting capabilities, many find they don’t have the bandwidth to handle multiple job requisitions in a timely manner.  Other companies very limited internal resources or none at all.

Doesn’t stress like Bruiser… find a strategic partner to help you build a pipeline of qualified, passive candidates who are a good cultural fit for your organization.