Why you might not be getting a great service from your recruitment partners
Mike Leather and Sam Musiyarira explore how hiring managers and leaders can maximise the benefits of working with their recruitment partners to ensure top-tier candidates are sourced, screened, and presented to them. While you might think that outsourcing your recruitment efforts to three, four or five different partners will enhance your time to hire and candidate quality, it actually has the opposite effect. Mike and Sam leverage their own experiences in recruitment and explore both the recruiter’s perspective and that of a sales leader, who is struggling to achieve results while working with multiple recruitment partners who are delivering poor service.
This is perfect for sales leaders and hiring managers seeking to maximise the value of their recruitment partners.
Engaging recruitment partners can significantly impact the success of your hiring process. However, if you’re not receiving the service you expect, it might be due to several key factors. Here are some insights on why this might be happening.
1) Avoid a transactional approach
Building strong personal relationships rather than transactional ones is crucial.
Recruitment is not just about filling a vacancy; it's about finding the right fit for your organisation. Invest time in getting to know your recruitment partners. Understand their processes, and let them understand your company culture and specific needs. This mutual understanding leads to better candidate placements and a more efficient hiring process.
2) Risk and opportunity
When multiple recruitment partners are competing to fill a vacancy, the associated risk increases.
This often means less time and effort is dedicated to high-risk vacancies, as recruiters prioritise roles with a higher probability of successful placement. By limiting the number of recruitment partners to one or two, you can reduce the time to hire and ensure your recruitment partner is more focused to fill your vacancy.
3) Competitive environment
Having too many recruitment partners can create a competitive environment, which can drive better results, but it can also lead to rushed and less thorough candidate screenings. It’s essential to create a balance where competition drives performance without compromising the quality of the hiring process.
4) Face-to-face meetings
Nothing beats a face-to-face meeting !
Treat your recruitment partnership as a long-term investment. Commit time and resources to the relationship, ensuring that you interview candidates that are passed over. This commitment shows that you value the partnership and are willing to invest in its success. Consistent communication and feedback loops are essential, as they help recruiters refine their search and improve the quality of candidates they present.
5)Invest in time and communication
You are investing in a partnership.
Treat your recruitment partnership as a long-term investment. Commit time and resources to the relationship, ensuring that you interview candidates that are passed over. This commitment shows that you value the partnership and are willing to invest in its success. Consistent communication and feedback loops are essential, as they help recruiters refine their search and improve the quality of candidates they present.
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Commitment is the currency in this process.
Let's finish off with a sales interview tip!
Sam Musiyarira ended the podcast with his interview tip. His tip this week was focused towards sales professionals who may have less experience than others and want to separate themselves during the interview process.
TIP: In your next interview prepare and put together a profile of sales success stories, including statistics, and the strategy, and quantify this over 2 weeks, a month, and a quarter. If you are prepared and provide as many examples of sales successes and accomplishments as possible, this can help you stand out in the interview process.
'The Recruitment Roundup' is a weekly Podcast discussing hiring and sales strategy tips for sales professionals. Tune in every week at 5 pm on Spotify, Apple Podcasts, and YouTube.
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