In this week’s episode, our hosts explore how hiring managers and leaders can maximise the benefits of working with their recruitment partners to ensure top-tier candidates are sourced, screened, and presented to them. While you might think that outsourcing your recruitment efforts to three, four or five different partners will enhance your time to hire and candidate quality, it actually has the opposite effect. Our hosts leverage their own experiences in recruitment. They explore both the recruiter’s perspective and that of a sales leader struggling to achieve results while working with multiple recruitment partners who are delivering poor service. This episode is perfect for sales leaders and hiring managers seeking to maximise the value of their recruitment partners.
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Key Takeaways:
Avoid a transactional approach: Build strong personal relationships, not transactional ones. Invest time in getting to know your recruitment partners. Understand their processes, and let them understand your company culture and specific needs. This mutual understanding leads to better candidate placements and a more efficient hiring process.
Risk and opportunity: When multiple recruitment partners are working on filling a vacancy, the risk increases. Consequently, less time will be devoted to high-risk vacancies compared to low-risk ones. A low-risk vacancy presents a greater opportunity for successful placement. Extending your recruitment partners to 3 or 4 can reduce the time to hire.
Competitive environment: Having 3 or 4 recruitment partners can create a negative competitive environment.
Face-to-face meetings: Nothing beats a face-to-face meeting! Arrange face-to-face meetings if you want your recruitment partner to fill your vacancies effectively. This will help you have a better understanding of the company, and what they are like.
Invest in time and communication: You are investing in a partnership. Commit yourself to your recruitment partner through time and by ensuring you interview the candidates that are passed over. Commitment is the currency in this process.
Sales interview tip of the week: During the sales interview process, you must stand out and separate yourself from the rest in the hiring process. Put together a profile of sales success stories, including statistics, and the strategy and quantify this over 2 weeks, a month and a quarter.
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