Using an external recruiter makes perfect sense!

Cards on the table, I have a vested interest in this nugget; in the same way Mark Ritson has a vested interest in arguing the case for marketers to be educated, as well as experienced; and the IAB has a vested interest in arguing the case to spend (on brand building) your way out of a recession: however, that makes it no less true.

In a talent market such as we are witnessing at present, the numbers of applicants to any given role within marketing will be high, frequently sky high and on occasion even higher than a Space-X rocket. So, logically, throwing an ad up on Seek or LinkedIn is bound to work, right? That kind of depends upon how you define “work”. What do I mean?

Suppose you need to recruit a Head of Marketing. You post an ad and likely (depending on how attractive your business is) you will have 200-400 applications within a few days. Is there someone in that response who can do the job – almost certainly, so it worked, right? But did it…

• Are they the best person for the job, the team and the company as a whole...are they even ideal?
• Will your first reviewer of the CVs spot them?
• How long might that take? 200-400 CVs take a long time to trawl through.
• Will your process keep them engaged to the bitter end?
• Will your offer be compelling enough to meet market expectations?

This is a critical hire for the success of your team and in turn the growth of the business. All of a sudden what looks like an easy and cheap solution has flaws, as they usually do in all walks of life.

How does using an external partner improve the situation. We will assume you have chosen the right partner. Doing so will be the subject of another nugget altogether. What does a good recruitment partner bring to the table?

• Specialised expertise: a functional specialist spends their entire time working in this one space – a space you maybe only have to visit once a year or even every 2-3 years. This arms them with deep insight and understanding of your requirements and who out there can best satisfy them.
• Access to a wider talent pool: many applicants have no choice other than to pursue anything they see advertised that they feel remotely qualified to undertake. But such high response rates deter passive and mildly interested candidates from considering your role as their experience in the past will frequently reference the “black hole of recruitment” – ie no meaningful response if even a response at all. Passive talent is a huge pool of talent that professional recruiters nurture and curate in order to respond quickly and accurately to any given brief.
• Speed: the combination of market knowledge and a wider talent pool yields a much faster, more efficient and accurate process, allowing you and your business to do what it does best
• Market Insights: salary and benefits benchmarking, skills availability, working patterns and industry dynamics are all areas of knowledge that a good recruiter can share with you to help you make better and more informed decisions.
• Reduced hiring risks: marketers, by definition, know how to make things look good – including themselves. Without necessarily lying they can word things in such a way as to make black look white…or at least a pale shade of gray. A good recruiter’s network will empower them with information not usually openly available in order to smell a rat before a hire (or an interview) is undertaken.
• Negotiation: making and receiving a job offer is a delicate process with many contributing factors on both sides. Having a neutral to advise both parties is far more likely to lead to a resolution with which both parties are more than happy, making for a great start to a new engagement and subsequent onboarding.
• Long term relationship building: the longer we know someone, the better we understand them and their needs. Using a recruiter regularly as a trusted advisor rather than infrequently as a distressed purchase reaps huge benefits. Regular dialogue, even when not actively recruiting, can arm you with knowledge and information regarding keeping your team tight and motivated. It can lead to competitive advantage such as when a highly sought after skill set becomes known to the recruiter, who can then proactively share them with you.
• Confidentiality: the most obvious benefit of using a partner. Occasionally, for varied reasons, there is a need to do things away from the public eye. This is BAU to a recruiter. Confidentiality is a cornerstone of our profession.

As I said at the start – it is in my interests to share these thoughts. It is in the interests of every recruiter that I share these thoughts. But it is in YOUR interests too. Those of you who know me, know integrity is my watch word. Yes, it involves additional upfront cost…but how much does it save you in the long, medium or even short term to onboard a great talent rather than simply put a bum on a seat.

If you want to chat through any of this, please reach out directly or leave any comments below.

Other nuggets from around the traps this month include:

5 things the best executive coaches will always do – Janet Ahn, Management Today

Swim lane trap : Australian Marketing Institute aiming to fix marketing's capability gaps, expand 'full funnel' career paths as remits stretch – for agencies, tech and media to – Paul McIntyre, Mi3

What to do when your boss micromanages you – Art Markman, Fast Company

Here comes the mind gym – Steve Sammartino ?

Yale neuroscientists have discovered why Zoom meetings make your brain go numb – Shalene Gupta, Fast Company

?As ever, here is a link to a page on the Hire Aspirations website where I have gathered together some of the best books, podcasts and courses to help you become the best possible marketer you can be. Be inspired! Use your journey time if you are commuting or some of that extra time you regained if you are not, to build your knowledge.

If you have any suggestions for topics you would like covering in future issues, please leave them in the comments below. Also, if you have any suggestions to add to my Resources page, I’m all ears.

And of course – if you want to chat about your own career management or a piece of recruitment you might need some support on:

Until next time, keep being better, keep aiming higher,

Andy