The recruiters are doing my head in
I believe there are two reliable ways of finding and recruiting great people. I encourage colleagues to recommend talent from their network – intelligent, driven people tend to have intelligent, driven friends - and I am always on the lookout for people who stand out to me in day-to-day life, whether it’s because they offer extraordinary customer service or dazzle me with their technical expertise.
Over the years, I have recruited people on trains, at dinners, at the poolside whilst on holiday, and even poached the receptionist from a local hotel. We incentivise team members to introduce great new talent to the business through a bonus. This has worked very well for me, and for BigChange, over the past eight years; we have a very low churn rate and a great culture.
However, now that we are a much larger organisation, employing 170 people across the UK, France and the future other countries, it’s not so easy. Some of the roles we are looking to fill these days are pretty senior, and require individuals with a lot of industry experience and technical knowledge.
This is why, in recent years, I have started working with recruitment agencies. Agencies typically promise you the world when you first sign up as a customer, sending you top executives and answering every email within minutes. Over time, however, the ‘new business’ flush fades.
Today, BigChange works with 12 different recruiters. We currently have six roles to fill and a couple have been live for a few months. We are inundated with CVs from these agencies. It’s becoming ridiculous. Unfortunately, the majority of candidates that have been put forward are not right; they are usually too junior and inexperienced.
There is something quite cruel about putting someone forward for a role they are not ready for. It wastes our time, as a company, and is damaging to the confidence of the applicant. They are treated like cannon fodder by these agencies. It’s time to make a big change and cut down on all this inefficiency.
Our new HR manager Stuart, who has taken over while our incredible head of People, Sonal, is on maternity leave, has vowed to sort out this problem. He is going to slash the number of agencies on our books, leaving just three or four. We are only going to work with specialists in particular fields, rather than jack-of-all-trades recruiters. We may start asking for a video presentation alongside a CV, to get a real sense of the individual before we reach the interview stage. If agencies flood us with bad candidates, we’ll end the relationship immediately.
I’ll be honest: I miss the days when hiring was simple. It got me thinking about the power of my virtual network on LinkedIn – those of you reading this blog right now. We may not be on a train or at an event together but we are still connected through this platform. Perhaps this could be a new way to find the talent we need to maintain the growth trajectory of this business? It can’t hurt to tell you all the roles we’re trying to fill, so here they are:
Database developer: https://www.bigchange.com/job/database-developer/
Onboarding support manager: https://www.bigchange.com/job/onboarding-support-manager-2/
Test analyst: https://www.bigchange.com/job/test-analyst/
Roadcrew team lead: https://www.bigchange.com/job/roadcrew-team-lead/
Roadcrew support: https://www.bigchange.com/job/roadcrew-support/
Technical support analyst: https://www.bigchange.com/job/technical-support-analyst/
So many amazing people are losing their jobs right now. COVID-19 has decimated livelihoods across the UK. We have a lot to offer, as an employer, and we’re here, trying to create more jobs even while the economy contracts. So, please, save me from the recruiters, and send talent my way.
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3 年Totally agree Martin - we are inundated with recruitment agencies who know exactly what we need and have the ideal candidate without even asking us what we do or what skills we require!! When did recruitment agencies become clairvoyant? Clearly we're not recruiting on your scale but we use recommendations from existing staff or contacts and also try and 'grow' our own from apprenticeships and internships.
Entrepreneur in the Hair Care Vertical. Plus I like motorcycles and sports cars.
3 年Having served in senior roles in the UK, US and in my home country of Canada, your post is a breath of fresh air. When you expand to Canada (let's do it!) I'll help in any way I can.
Managing Director at Multi Award Winning Omnia Plumbing & Heating Ltd
3 年Great piece to read Martin Port
Group Commercial Director
3 年In house recruitment, with a bonus scheme / strict target - and a pool of CV databases is the best way to recruit (i find). The internal recruiter can then be accountable later on for who they recruited to other members of staff. However, the Key "special" role you need to fill normally specialist recruiters do prevail in this
Finding the right people...always THE most important thing to get right, and often the most challenging.