Every Top Manager Needs a Professional Recruiter on Speed Dial

By Kevin O’Connor, Recruiting Consultant/Training Manager

Hiring and training talented people who will succeed in the job role and environment may be the most important task of a manager. Speaking from experience, carving out the time to locate, screen, facilitate interviews, and call references of candidates from a busy schedule of putting out fires and keeping teams focused is tough. Hoping quality people respond to a job posting does not get the job done timely or with enough quality candidates.

Even though I had many recruiters call me while I was a sales manager, I knew one or two that consistently uncovered top talent and made the talent search process efficient. No one likes to write a check to a recruiter, but the true professional recruiters who know your company and your needs can have tremendous value to hiring managers and their company.  From being on both sides of that fence, I learned how the right recruiting partner is someone each hiring manager and HR manager should have on speed-dial. Here’s what I learned about top professional talent recruiters versus average recruiters.

First steps after a search is assigned:

Average Recruiter
After the assignment of the position, the recruiter first searches through a database of past candidates.

Top Recruiting Professional
Before any search begins, the professional recruiter schedules a meeting with senior management to learn about the ideal “must haves” of skills, experience, performance record and measures, plus behavioral characteristics to fit the role and the environment of the company and the team. The recruiter gives guidance on how that information can be collected which will require input collected individually from multiple top managers.  Then the recruiter facilitates a meeting to work through differences in opinion to eventually gain consensus on the ideal candidate characteristics. Next the recruiter gathers the cultural and non-monetary benefits that will be used to sell potential candidates on the total opportunity beyond the dollars. NOW the search can begin.

Locating candidates

Average Recruiter
The recruiter searches for people who have at least half the necessary characteristics, are currently looking for a job, and who respond to job postings.

Top Recruiting Professional
The recruiter knows the most likely source for highly qualified candidates is to search for successful passive candidates. These are people getting the job done within another company, likely in a related industry, but who are not actively looking for change. Since the recruiter has extensive experience in the industry, he/she likely knows of many industry leaders who could meet the lofty requirements. The time-consuming work of dozens of calls, emails, InMails, referral follow-ups, and capturing answers to performance questions begins. The recruiter uses refined sales skills to paint the picture of the opportunity and culture to potential candidates and find their motivations to make a change. Only candidates meeting at least 85% of the must haves, plus necessary soft skills, and the preferred behavioral profile are considered for referral to the client.

After quality candidates are located

Average Recruiter
The recruiter stops searching after he/she finds a couple solid candidates.

Top Recruiting Professional
The recruiter will have candidates in all stages of the screening process. While the recruiter manages the interview schedule of finalists with hiring and HR managers, candidates will continue to be located, called, and screened. This process ensures the best possible chance to meet the hiring timeline goals and to allow multiple strong choices.

Follow up after the selected candidate accepts their offer

Average Recruiter
The recruiter’s job is done after the offer is accepted by the final candidate.

Top Recruiting Professional
After an offer is presented and accepted, the recruiter helps the candidate through the resignation process with their current employer, assists with onboarding and solves unexpected problems before and after the start date. It is the recruiter’s goal to ensure a successful transition to the new role and longevity with the new employer.

A professional recruiter who specializes in your industry can be a valuable, trusted partner who allows current managers to keep their focus on the growth of the company instead of splitting time uncovering and screening talent.  Delegating the intense search, screening, facilitating, and follow-up with top candidates to a recruiting professional allows hiring managers and HR managers time to do what they do best. Do you have your top recruiting professional on speed-dial yet?