There are a multitude of reasons why your organization may need external recruiting capacity – the question is with so many options out there from contingency to retained/executive search to agencies to marketplaces, what is the most important criteria should you base your selection on? Most people would think it might be cost - but top headhunters charge up to 30%. How do you know what’s the right price?
The answer is not what you would expect: It happens to be one of the most important things you should be doing internally, as well: It’s how they profile your jobs. This key question - how will you profile our open jobs? - should be the underlying factor in determining which partner you work with. If a partner cannot explain the mindset of how they are going to market, promote and ultimately screen candidates for your positions, then it doesn’t matter how much or little money you’ll be sending your way; it will ultimately fail.
What does the wrong answer look like?
A thousand bullet points, demands and lack of clarity. You see this in listings all the time – a particularly egregious one recently sought a C++ coder with monitoring, AWS web services, management AND QA experience. Five positions in one job. If the partner can’t hone in with you on clarifying your messaging and getting to the core of what you’re looking for, it will be an unfruitful partnership.
What should the right answer look like?
Any good partner (or internal resource, for that matter) should have a five-step profile for your jobs that answers the following questions.
- Why is the job open and why now?
- What needs to be done?
- How will this person be quantifiably measured as successful? If the position is to bring in $250,000 of new sales per year, then that should be part of the proposal, not excluded for negotiations. Salespeople who can achieve that goal will look at the expectation and self-include or exclude, which is the entire point. You want people who know they can hit the metrics and say to themselves “I can do that!” This creates buy-in before anyone has even spoken with them.
- What are the common attributes of your top performers?
- What are they going to love about the culture / what is going to get them excited to get out of bed daily and into the office?
Working with a partner or internal recruiter that understands these five items, incorporates them into their process and incorporates them into the profiling of your jobs will yield an increased attraction of candidates. Sourcing by external recruiters will yield better results (because they have a clearer idea of who they are looking for) and provide higher quality candidates; leading to more filled jobs for your company.
Who are we? HireMojo with RecruiterShare is a diverse team of individuals with over 65 years of combined hiring experience. We use our knowledge and know-how to help companies hire faster, easier and less expensively, while utilizing AI and software learning to reduce the amount of time it takes on all sides of the hiring equation. We design tools to help allow you to concentrate on the human parts of hiring – interviewing, negotiating and making the hire. Learn more about HireMojo here. We also design tools to help you expand your team by matching you with recruiters willing to administrate your entire hiring process at a fraction of traditional agencies. Learn more about RecruiterShare here.
Hayley Jane says:
The team has created something incredible with the HireMojo platform and RecruiterShare model. Access to successful, agile, knowledgable recruiters across the country with remarkable drive and a proven methodology in their corner puts the power back in the hands of the organization. This led to a quicker time-to-hire, greater candidate fit, engaging experience and overall positive outcome for the organization. Hiring great people while cutting out the typical recruiting noise and slashing the cost of most models is a game-changer for the industry.
