Recruitment is an expensive business, whether you are employing a recruiter or you are doing it yourself.
Time is money and recruitment is an activity that takes a lot of your time.
Firstly there is writing a job spec, then an advert; deciding where to advertise, and then dealing with the applicants.
If you are doing it yourself and you do a bad job of communicating with every applicant, then you are running the risk of reputational damage for your business.
Candidates get a feel for what type of organisation you are; just through your communication with them both if they get offered the role and if they miss out.
Then there is the time, to go through all the applicants, talk to them, check out their phone ability as well as meet them face-to-face. Very time consuming.
We have not even touched on any assessment tools.
Do you have access to skills testing; to make sure that someone can do what they actually say they can do?
What about psychometric testing? Behavioural testing?
You know where I am going with this – although it seems expensive the best way you can stretch your recruitment dollar further is to use a professional.
However, I am going to take it even further; I am going to give you five ways you can stretch your recruitment dollar further when dealing with a recruiter!
Yes, that’s right, telling you how to get more out of me!
1. Put aside time now for interviewing.
You be surprised how many people undertake a recruitment program and then tell us that they don’t have any time to interview right now.
Understand this: candidates are perishable goods, and good candidates don’t last on the shelf.
We find good people and good people are in demand. When they are ready to make a move or are looking, they will be proactive and decisive. They will not wait around till next week just for you.
Losing a great candidate is one of the most money-wasting activities you can do. It’s not just about the loss of the recruiter’s time to locate them it is about the loss of potential, income, and growth you lose for your organisation.
2. Develop a good relationship with your recruiter
Recruiters are highly skilled at what they do.
We have been doing this for over 18 years, have loads of experience, and have recruited for your role before with other clients.
Developing a great relationship with your recruiter is one of the best investments you can make.
Pick their brains. Ask why they prefer one candidate over the other. Ask why they have put a certain candidate forward.
Ask for their opinion.
Ask specifically for them to go through testing results with you. Use your recruiter as a highly skilled member of your team – in this business, they do know more than you, so use that knowledge to your advantage.
3. Lengthen your recruitment process a little.
As in point 1; it is important that you act fast and make that initial interview happen quickly. After that though, you need to have a number of extra touch points with your candidate.
That might mean a second interview, setting them a work task and then communicating with them about it, emailing them and receiving an email response, calling them up for a further chat, meeting them in a different setting; or better still – all of these!
Increasing your touchpoints, will increase your ability to make stronger judgments and decisions. You will see how your candidate behaves in a number of different scenarios; which is so important!
For more HR or staffing help contact CIRCLE Recruitment & HR or call 1300 923 000
Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.