Regrettably, we all know the stereotype of the recruiter that only thinks of the commission without caring for the client or the candidate. Although I obviously can’t speak for everyone in the sector, there are many of us that want to actively combat this image.
At Ross Clifford Associates we believe it works best for everyone when you listen, understand and care. Here are some of the elements that we think contribute to a smooth and effective recruitment process.
A recruiter’s most important skill is to ask the right questions. When dealing with candidates you need to get to the bottom of not just their competencies but their personality. On the other side, you need to understand the context of the role. For this, you need to be able to fully get under the skin of a business. It’s the only way to judge the person-role fit. Recruiters that don’t ask questions are like doctors that don’t use instruments.
Asking questions is one thing, but you also need to listen to the answers given. Pro forma questions without the eagerness to understand reap the same results as asking no questions at all. Actively listening to clients and candidates is the only way to get under the skin of the priorities and requirements.
Providing a select number of CV’s
Recruiting is a sniper sport so you should never go for the shotgun approach. As a hiring manager, you don’t have time to wade through dozens and dozens of CVs. What’s more, an abundance of irrelevant CVs increases the chances of inviting the wrong candidates for an interview. Receiving a handful of carefully selected applications not only saves time but improves the quality of the process overall.
It’s not about reducing quantity, it’s all about increasing quality. It’s crucial to have a thorough vetting process in place. You don’t want to be just receiving forwarded emails.
Taking the time
Go for a recruiter that’s in it for the long run. A recruiter that wants to be long term partner will take the time to get to know your business and your requirements. When a client does well, we do well so taking the time always pays off.
Having a methodology
The only way to improve the way you work is to have a structured methodology that you can keep perfecting. Without a method, there is no way to capture learning or to improve your processes. Avoid recruiters who only shoot from the hip.
Most roles have requirements that are very specific to the sector and niche you’re working in. By fully understanding the job description or the brief, you’re improving your odds of introducing the right candidate. Make sure your recruiter knows the sector and the role and what it entails to turn the job into a success.
What other elements contribute to a successful recruitment process?
Central London (WFH), to £300 p/d. Initial contract 3mth expected to roll.
Central London (WFH), £300 p/d. Initial 3-6mth contract. Expected to roll.
Central London (WFH), £70k
Central London (WFH), £80k + Bens
Central London (WFH), to £35k + Excellent Bens. (Freelance £250 p/d).
Central London, £45k + Excellent Bens - 6 mth FTC (expected to roll to Perm)