Three Tips for Achieving Success in Your Search
Teamwork is the ability to work together toward a common vision. -Andrew Carnegie
Whether your organization is large or small, you have competition. Everyone wants the best, brightest talent available to add to their teams. Talent means success. But finding talent takes time and expertise. That’s where recruiters come in. Maybe you’re new to working with recruiters, or maybe you have worked with them in the past and the situation has turned out less than ideal. Working with a recruiter is a collaborative effort. Here are three things you can do to help your recruiter help you.
1. Clear communication with your recruiter from the start. This needs to encompass more than simply what is written in the job description. Other information that is crucial to address with your recruiter are your ideal candidate’s cultural fit within your organization, their cognitive abilities and soft skills, and what their success will look like in the first 90 days in the role. Clearly define and communicate what each of these things means and entails. It’s also important to identify and communicate what will make the candidate fail. If a potential candidate will fail because they are an introverted type but your team needs an outgoing personality, it is important to bring this up with your recruiter from the beginning. There is no need to be shy about what you really want and need in a candidate. Clarity will help with success on all sides.
2. Provide quick and complete feedback to your recruiter every step of the way. When a candidate is submitted for your consideration, the recruiter needs prompt feedback on the candidate. The more you share the more adjustments the recruiter can make to zero in on great candidates. Also, keep your recruiter up-to-date on any changes in the search. For example, if the search is being delayed for some reason, be up front about why and provide a new timeline if possible. This will help your recruiter manage candidate expectations, manage competitive threats and work more efficiently.
3. Respect the candidate. Deciding to pursue a new role, and, if offered, taking that new role is a major decision for a candidate. It’s not only a massive career move, it’s a life change that affects the candidate, their family, and their daily life. We want to respect that not only because it is the right and professional thing to do, but also because we need to protect our brands. It helps recruiting efforts if the marketplace has good things to say about how candidates are treated. It also helps candidates get to “yes” to offers if they are treated with respect and consideration throughout the recruiting process. No need to die of self-inflicted wounds.
When employing the above strategies, remember that your recruiter is aiming for the same successful outcome you are. Teamwork and communication are key in achieving that outcome as smoothly and quickly as possible.
Has your organization successfully worked with recruiters in the past? What strategies did you find helpful in your experience with them? We’d love to hear your stories in the comments section below. And don’t forget to subscribe for more tips and other useful content, published here each week.
Hi, I am Mark. This is my bio. If you haven’t figured it out yet, I am using the first person for this bio. First person is hard because you have to illuminate your success without bragging. However, I am giving it a try. Forgive me if I brag too much or too little.
I like to make things better. StrengthsFinder says I am a Maximizer. They say a Maximizer should find a career where he/she is helping people succeed. I took that advice seriously. After selling my last company, I started TeamBuilder Search to help clients succeed by solving recruiting and staffing challenges while helping business professionals elevate their careers.
I like to win. Come on, false humility aside, isn’t winning more fun? I learned the… (read more)