How HR and onsite TAs can add value to their company.

Company A - Real success story

Our relationship with their onsite recruiter, with whom we have collaborated for over three years, has been a critical factor in our success.

Here’s why:

Direct Communication with Hiring Managers: The onsite recruiter at Company A not only provides us with job descriptions but also introduces us to the hiring managers. This direct line of communication allows us to thoroughly understand the role and its requirements, beyond the written JD.

This in-depth understanding is crucial for identifying the right candidates.

Exclusive Roles and Streamlined Processes: By maintaining direct communication and keeping the onsite recruiter in the loop, we often work exclusively on these roles. This exclusivity helps us focus our efforts and ensures that candidates are well-matched to the roles.

Efficient Offer Negotiations: Once we identify the right candidates, we manage offer negotiations with the hiring manager and keep the recruiter informed. This streamlined process helps in quick decision-making and formalizing offers.

Flexible Onboarding Solutions: Recognizing the urgency of certain projects, we offer interim solutions by onboarding candidates through our firm and seconding them to Company A. This flexibility ensures that critical projects commence without delays.

As a result, we have successfully filled all 10 roles provided by Company A.

Their ability to deliver on key projects and secure multimillion-dollar bids has significantly increased their market share. This seamless collaboration demonstrates how an effective recruitment strategy can drive business growth and success.

The Missed Opportunity: Company B

In stark contrast, our experience with Company B reveals how restrictive recruitment practices can impede business performance:

Lack of Direct Communication: Company B’s onsite recruiter prohibits direct communication with hiring managers. This barrier prevents us from gaining a comprehensive understanding of the roles, leading to mismatched candidate submissions.

Delayed Feedback and Lack of Transparency: Feedback, if received at all, comes weeks later. This delay not only slows down the recruitment process but also frustrates candidates and recruiters alike. Moreover, competing against the company’s internal recruitment efforts further complicates the process.

Unfilled Roles and Business Impact: Out of the 20 roles from Company B, we have not filled any. The ongoing vacancies hinder their ability to deliver on key projects and win significant bids, resulting in a loss of market share.

The recruiter at Company B is perceived as a bottleneck, hindering the company’s progress rather than facilitating it. This perception highlights the critical role of recruiters in either driving or impeding business success.

Conclusion: Adding Value as a Recruiter

The contrasting outcomes of Company A and Company B illustrate the pivotal role of HR and onsite recruiters in adding value to their businesses. Effective recruiters facilitate direct communication, provide timely feedback, and offer flexible solutions to meet business needs. They are seen as strategic partners who contribute to the company’s success.

As recruiters, we must strive to be like the recruiter from Company A—valued, trusted, and integral to the company’s growth. By adopting best practices and fostering collaborative relationships, we can ensure that we are not just filling roles but actively contributing to the business's strategic objectives and long-term success.

Which type of recruiter do you aspire to be? The choice is clear.