How HR and Onsite recruiters can really add value to their Business.
Richard Malpeli
Visionary leader | Headhunter | Thailand and SE Asia | Start up Enthusiast | Helping Recruitment Companies Scale up
I have recently been working with a couple of large MNCs. For the purpose of this article let’s call them Company A and Company B.
They both have on site recruiters that cover the S.E Asia region. But the difference between the 2 is phenomenal.
In the last 6 months we have received 20 roles from Company A. The onsite recruiter(who we have worked with for 3 years), sends us the JD, but also copy’s in the Hiring manager, and lets us deal directly with them.
This enables us to gain a deep understanding of the role and requirements far beyond that which is in a JD. We always keep the onsite recruiter in the Loop, but continue to work with the hiring manager. Most of the time we are exclusive on these roles.
Once the process is almost complete we go through offer negotiations with the candidate and Hiring manager, and let the recruiter know the outcome so they can put together the formal offer.
Out of the last 20 roles we received, we filled all 20. On top of that, Company A have a 1 – 3 month onboarding process with background checks. But at times need these candidates to start sooner. So we at Parker Bridge take the candidate on our books, and loan them back to Company A at no extra charge.
Since this has been happening, Company A are able to service their key Accounts properly, winning multimillion dollar bids. They are also delivering key projects on time, which in turn creates new business. Bottom line is Company As market share has increased.
Now if we look at Company B; we have also received around 20 roles from their onsite recruiter in the last 6 months. The difference here is we are NEVER allowed to speak with hiring managers, we never receive feedback, but when we do its usually weeks later. Plus it seems like we are competing against them all the time.
Out of the 20 roles we have received we have not filled ANY. Now Company B still have most of these roles open, they are not delivering on key projects, and are losing out on some major bids, as well as losing market share.
The difference between the 2 is quite apparent.
The recruiter from Company A is highly valued by the Senior Directors in their company. They see them as a huge value add to the business. The recruiter in Company B is seen as a bottle neck and a hindrance by senior management.
Which one would you prefer to be?
Richard Malpeli - Director at Parker Bridge.
Managing Director @ Bethesda New Energy | Premier Development Company
7 年Awesome. You really know your Clients. I need people like you in My Life.
I build personal brands for aspirational recruiters and leaders that drive commercial results.
8 年Cheers Richard. Are they in direct competition? If not what about going a tad crazy and getting Company's A onsite recruiter to have a constructive discussion with Company B's recruiter to discuss the methodology and the outcomes it's achieved for both the individual and the business. If this person is worth working with then they need to be adaptable to change. Though as my mind ticks, this could also be a company culture issue as well not just the individual recruiter. Keep the articles coming.