Skilled, experienced recruiters can approach an immense pool of candidates (for example, every job seeker in the country) and narrow that pool with speed and efficiency until they identify the best possible candidate for your open position. There’s an art and a science to the process, but with years of training, testing, trial and error, brilliant recruiters know how to target those elusive candidates and bring them on board. No matter how daunting your challenges or how hard-to-staff your position might be, your recruiter has probably seen worse.
But as skilled as they may be, your recruiter (or recruiting team) will still need your help and support. Here are a few ways in which a small amount of effort on your part can bring big returns.
Do your research
If you have a list of “required skills” in hand, that’s great. But if some of these skills look like Greek to you, do a little research—at least enough to identify the signs of a skilled expert, an intermediate learner, a new beginner, or a new beginner passing himself off as a skilled expert. In other words, know what the skill set looks like, why you need it, and what you stand to gain or lose by keeping it on your must-have list. Meanwhile, talk with the members of your team who possess the skill and ask them for tips that can help you evaluate potential matches.
Before you roll the dice and get ready to find and hire your new employee, think carefully about the future of your company or department. Look out over the short term and the long term and determine how you’d like this person to fit into the overall system. Do you want a newbie who will grow in the role as the company grows? Do you want a management level pro will take over the division within the next few years? Do you want somebody who can help you execute a key transition and then leave the role?
Stay involved with the recruiter during the sourcing process
Your recruiting may target her sourcing efforts at local universities, or industry-specific job boards, or referrals, or all three. If you trust these sources, provide encouragement and guidance. If you don’t, speak up. If you’ve relied on a source in the past and that source has never come through, share your experience with your recruiter and make sure you’re on the same page.
If you don’t like the candidates your recruiter is presenting, make your feelings known. If you think she should be targeting a higher or lower level of experience or skill, say so. Work together with your recruiter and keep the lines of communication open. After all, a successful candidate match means a win for both of you.
Contact the recruiters at the ACCENT Hiring Group for support in landing the right talent for your job openings!