What do you think your, at best ordinary hiring practices, say to any potential Recruiter(s) you’ve selected to work with you? And how does this perception affect their abilities to deliver?
As a Recruiter, when I’m handed a Job Description with 26 bullet points and asked to send over some CVs, it shows me, as a business how much you understand the true value and importance of strong recruitment methods.
To deliver the best possible outcome, an investment of your time is needed…
Building relationships based on trust, open dialogue and collaboration allows a good Recruiter to become an extension of your business. They will understand your company and values inside out, what makes the team tick, and what success looks like for the role.
Thanks but no thanks
With this new deeper knowledge, the Recruiter can handle objections quickly and professionally which is often the difference between “thanks but I’m not interested in making a move” to “I’m intrigued, tell me more!”….
Your company’s reputation is on the line
Imagine how a candidate would feel, receiving this level of detail and care from the start. How much would this elevate their perception of your company and most importantly, alter their decision to take a counteroffer and make the leap instead?
You can not underestimate the power power of positive candidate experiences
Is it worth it?
By investing the time, your Recruiter will be committed to moving mountains to find the right candidates for you. By answering their questions, they will know HOW to present the opportunity and paint a picture (selling your brand) to potential candidates. In return, you can expect comprehensive market analysis, detailed insights, and a well-curated shortlist to aid your decision-making.
Or you could stick with your 26-point JD approach and have a Recruiter prioritise other clients. It’s a no-brainer really.
