20Oct
We want to expand our staff in the new year, but isn’t it too early to think about that? If you know that hiring more people will be a Q1 task, it’s not too early to prepare. Like most things in business, planning is the best thing you can do for the most successful outcome.

What Will You Be Looking for in a Candidate?

The first step is determining what departments or areas in your company have gaps.

You must ensure you have outlined clear job descriptions for each role type and, when possible, lay out a career path for each position. This information is invaluable during the interview as savvy prospects will ask about future growth within the company.

That’s a good thing as it will mean that individual is seeking a long-term opportunity.

It is also beneficial to have a profile of what type of person you seek, also known as an “avatar.” It may sound complicated, but it doesn’t have to be. Is there an example of someone who performs at the level you want? It could be within or outside of your company. If you have an example of the qualities, write them down, and include questions that help them convey how they would manage certain situations.

  • How do you manage your team members during a tight deadline?
  • Give me an example of how your communication skills kept a project moving forward.
  • How do you handle conflict among your team members?

Set the Wheels in Motion

If the first quarter is the hiring timeline, don't wait until the beginning of the year rolls around before preparing for a great hire.

After you’ve completed the above step of detailing what you’re looking for in both skills and qualities, you’re ready to determine mediums to secure the best candidate.

During the holidays, people are busy and not necessarily seeking a career move, especially if they’re counting on an end-year bonus. If you’re working with a recruiter, this time of year isn’t as daunting as their network never sleeps.

They have access to candidates who want to make a move in the new year but aren’t actively looking via the most common means.

This advance action will still allow you to postpone the actual hire to Q1, but wouldn’t it be great to begin the process to hit the ground running in the new year? In a candidate-driven market, this thinking will make all the difference.

Get the Market Facts

When you work with a professional recruiter, they should be following the trends and will provide more clarity when it comes to competitive salaries for that job type.

And, since money isn’t always the deciding factor, a recruiter can:

  • Offer suggestions about other benefits that will keep you competitive and attract the candidates you want.
  • Help you define your company culture so everyone involved knows what to expect.

Ask for Help

If you're like most business owners or department heads, your plate is full.

A successful search involves:

  • Reviewing and filtering incoming resumes
  • Doing your best to separate the legitimate from the “creative” applicants who embellish their qualifications
  • Networking
  • Engaging on social media
  • Upfront interviews to narrow the candidate pool

Yes, you can do it on your own, and some business owners are used to it, but working with a recruiter will allow you to continue to focus on your core business.

Don’t Push the Process
Remember the adage, “Hire Slow, Fire Fast, no matter what route you follow.” The goal is to expand your team to include candidates with the qualifications that will bring value to your company and complement your current team.
And finally, when you get a process in place that works, document it so that you can replicate it for the next hire.
31Mar
Part of a recruiter’s responsibility is to manage their candidate’s expectations and provide the employer with the best fit. These factors include the right experience, skillset, and mindset to match the company’s culture.
The following blog is to help employers better understand how we can best work together for the absolute best outcome.
The candidate sent to you just wasn’t your cup of tea. Should you give your recruiter the reason(s)?
YES! A top-notch recruiter will rarely be off-the-mark when they send you their candidate’s shortlist.

Both the recruiter and candidate have traveled an intense path to get to this point; explaining why it’s a “no” in further detail will go a long way to help both the recruiter and candidate to have more success in the future.

If the candidate was late, appeared frumpled, or didn’t smell fresh, was rude or unprepared, those are legitimate reasons, and if working with an experienced recruiter, it should RARELY happen.

The recruiter spends hours working with the candidate to get a true sense of their demeanor as their reputation depends on your satisfaction.

There are also instances where it may not be about the candidate’s skills or experience but something that rubbed you the wrong way. We’ve heard it all:
  • Did the candidate show up far too early and caused a mild interruption while your staff tried to make them comfortable ahead of schedule?
  • Did the candidate abbreviate or mispronounce your name?
  • Did they appear nervous and repeatedly use “um” in between words?
  • Were you having a bad day, and the time you thought you had for the interview was interrupted by a client emergency?

We all have our pet peeves, but the employer is the leader, and your opinion is valued. If one of the above, or similar, went “wrong,” we highly encourage you to be open to what the candidates’ skills and experience can bring to your company.

With open communication, something the recruiter can tackle on your behalf, you can overcome the more minor pet peeves.

Whether it’s something minor or even more severe, we urge you to be honest with the recruiter about your decision. It will help both the recruiter and candidate for future interviews.

There are current trends with other employers that you’re not ready to embrace right now.

Many companies are offering remote opportunities, and it may happen in the future for you, but you’re just not there yet. Be honest about that, and if you can offer a safe environment, we will know that’s a deal-breaker if we have a candidate that is only seeking to work from home.

Let us know if the door is slightly open for that scenario should we find the perfect fit to decide based on the individual.

If you are looking for someone who doesn’t have one foot out the door at 5 pm, please let us know that. We may have the perfect candidate, but he/she may have personal obligations that require them to be home at a specific time. There are many ways to compromise so that it’s a win-win.

The more we know upfront, the better we can serve your needs. An experienced recruiter with years of experience under their belt can be a sounding board to walk through some of the unknowns.

There may be something holding you back simply because you “don’t know what you don’t know.” Be open, as a recruiter’s goal should always be to find you the best long-term fit.

Exclusive Relationship, or Not?
Recruiters will tell you the exclusive relationship is the best scenario, and they’re right. However, if they are inexperienced or not proactive, it’s a lousy situation for the employer. A qualified recruiter will request an exclusive agreement because they will invest what is needed to:
  • Reach out to the candidates who they know would fit the bill.
  • Make those calls to the passive job seekers with who they’ve developed a confidential relationship. These are the most difficult to reach because they are not openly looking as they are interested in a change but currently in a position.
  • Once they identify the candidates, they will go through all the vetting stages to ensure only those who indeed would be a good fit for your company make the “hot” list.
It’s not to say they wouldn’t implement the above steps if you did not agree on an exclusive relationship. Still, it’s easier to bring one of their highly-qualified and currently employed applicant to the surface if it’s a more exclusive nature.