As the war for talent rages on, more employers are realising that a trusted recruitment partner is a need, not a luxury. Without the advantage the professionals provide, at best you’ll see good candidates whisked away by your competitors–and at worst, you won’t see good candidates at all.
How does a recruitment partner add value?
- While you focus on running your business, they use their network to identify and source the best candidates to fill your roles.
- A recruitment consultant can help sell your business and get across the reasons why candidates should work for you and what makes it the right choice for them.
- They have relationships with a large pool of temp candidates and can easily fill last-minute vacancies for you.
- It’s their full-time job to find you the perfect candidates to reduce employee turnover and maintain your company culture.
How can you get the most out of your recruitment partner?
While picking the right recruiter is important, it’s not the end of the story. Here’s how to work with them to take full advantage of their expertise.
Your recruitment partner should understand your organisation and culture well enough to act as an extension of your team and really sell the benefits of working for you to prospective candidates. The better they get you, the better people they can get you. They may even recommend talented candidates who could be useful to you when you aren’t actively looking.
The more you stay in contact with your recruitment partner and stay open to ad-hoc candidates, the bigger your advantage will be in the current talent shortage. It’s better to find people when they’re available than to waste time struggling to find them when you’re in need.
Because recruiters live and breathe recruitment, they’ll be able to guide you on what works, what doesn’t, and what pay and benefits to offer. They can also help you identify the exact skillset you need for the job, making sure you see only candidates who are right for you and don’t miss potential superstars because they’re lacking a few nice-to-haves.
The need for speed
In today’s market, “zoom” isn’t just how you interview them, it’s also how fast you need to interview them. Candidate expectations are higher than ever before, every decent applicant has several job irons in the fire, and often the employer to reach the offer stage first wins.
Candidates today know their value, and slow recruitment suggests to candidates you don’t respect their needs–meaning they’ll take their value elsewhere. Give feedback promptly, don’t wait too long before arranging the next interview, and don’t put candidates through too many interview stages. If you fast-track those with high potential, you’re more likely to keep their interest.
Winning your top choice
Your recruitment partner won’t just find you a good selection of candidates, they’ll also help you win your first choice. Recruiters can help you negotiate salary and benefits, talk candidates out of accepting a counteroffer, and sell your employer brand to them. Because recruiters take the time to understand each candidate’s career goals, they can find you people who’ll genuinely be happy working with you–and explain to them exactly why that is.
Interested? Get in touch today for a free chat about your needs and discover how we can help you meet them.