As a Hiring Manager or HR Manager, you’ve probably worked with numerous recruiters in your time and have come to know some who are experts and some who are not quite so expert at what they do. The success of a recruitment consultant is contingent upon their combination of skills and personal experience, but did you know it’s also heavily influenced by the way you, as a hiring manager, work with them? The following aspects of exclusivity, transparency, time commitment and your level of communication are all contributing factors to the success of any campaign run by a recruitment consultant on your behalf.
Working exclusively with a recruiter demonstrates your commitment and enables them to spend quality and dedicated time on sourcing you the best talent for your vacancy. Selecting a specialist recruiter who knows your industry inside-out is critical to ensuring your ability to commit to one consultant.
Engaging a number of recruiters will result in creating a level of competition that will actually work against you. You’ll notice an influx of activity in the initial stages of the recruitment process as they compete to source the best available talent in the fastest possible timeframe. However, this approach generally leads to a dwindling of activity over the long term as recruiters realise they’re being played-off against others. They’ll likely move on to employers who are willing to work exclusively with them, and you’ll lose the interest of everyone involved.
As an employer, you’re undoubtedly focused on securing quality talent rather than filling vacancies as quickly as possible. The need to secure outstanding talent becomes particularly consequential the greater the salary on offer. Working exclusively with a specialist recruiter ensures the search for your perfect candidate is executed with quality, not speed.
Your recruiter will be afforded the opportunity to post advertisements and use existing databases. They’ll also have time to search for suitable talent and new leads by proactively networking and headhunting as well as conducting appropriate personalised research to identify the best leads possible.
Engaging the services of one recruiter also maintains the confidentiality of the role and your company. You’ll only have the need to disclose the details of your company including challenges it may face, with one provider. You’ll remain in better control of your brand reputation because your message and information is released by one party. You’ll be able to promote a consistent message, both in your criteria for the vacancy as well as controlling communication about the vision and values of your company.
Honesty is the best policy when it comes to increasing the effectiveness of how you work with your chosen specialist. Building transparency into the relationship increases the level of trust and commitment from your recruiter, as well as ensuring your end goal of hiring a quality candidate, is met.
Be honest by sharing the details of where you are at with the existing search (if any), and whether or not you have any prospective candidates in the pipeline. It’s also critical that you’re honest about the salary you’re willing to pay. There’s little point sourcing candidate that won’t work for your set salary, and also little point in sourcing candidates that aren’t the seniority you require.
Commit your Time
You’ve likely engaged a specialist recruiter to assist your search because you already have a full workload. Recruitment may or may not be your core focus. However, it’s critical you dedicate the necessary time to your chosen recruiter in order to ensure you brief them properly, show them around your office and the location where the successful candidate will work and engage in discussion about the required cultural fit of prospective candidates. Your recruiter is an investment in regaining your time so you can focus on other elements of your role, however success is dependent upon how much time you can invest in providing them with the information they require to complete the job properly.
Just as it’s important to commit time, it’s just as critical to ensure you communicate effectively with your recruiter and make yourself available to discuss the strategy and process along the way. You can maximise your communication by providing detailed feedback about why candidates are, or aren’t, suitable for your role or if you decide to revise the criteria of your preferred candidates along the way. This enables them to ensure they continue to source the most suitable candidates possible, for you. Discussing such things as the KPI’s for the role in detail, will also provide the outcome you require.
Appointing a specialist recruitment consultant is a prominent investment in your recruitment process. It demonstrates the significance you place on recruiting top talent into your company and speaks volumes to existing employees about the quality of staff you’re committed to employing. Working exclusively and transparently, investing your time and providing clarity in communication will collectively ensure the attraction of high performing talent to your company.
Alan Anwar is the Managing Director at Datasearch Consulting, a leading executive recruitment firm specialising in the Financial Technology & Data sectors.
You can download their FREE comprehensive guide on “The Complete Guide to Hiring Fintech & Data Talent - 5 Proven Steps to Secure the Best Candidates Possible” here. Alternatively you can view the Datasearch Consulting website or contact them directly on email@example.com for a more detailed discussion.
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