How to get the most out of your recruiter when hiring
The demand for talent is high – that’s no surprise as there are constant reminders of our candidate driven market right now.
Our consultants are still filling over 70% of roles through our database, referrals, or head hunting. We are finding top quality candidates are not actively looking however many candidates are still open to seeing what else is out there.
Our senior Talent Consultant, Rachel gives us her top tips on how to get the best out of your talent partner aka recruiter:
HAVE CLARITY AND FOCUS ON RETENTION
Before you begin hiring, work out what it is you want from this person.
Where is the gap? Is it newly created or a replacement? If it’s a replacement, can you make amendments to the existing team? Are there any existing members of the team who are ready for more responsibility or are looking to step up? Retain, retain, retain! It’s more cost effective.
WRITE A SOLID JD
The trick is to make this concise enough not to bombard people with granular information but detailed enough to give a decent outline of the role, company and expectations.
You want to split this into 4 easy sections:
Company / Role / Key Responsibilities / Skills and Knowledge Required
Know your audience. If the role is for a grad, then don’t fill it with jargon and acronyms they won’t understand. If the role is for a director, don’t tell them they will need to know how to use Outlook. Be clear on the mandatory skills required and what is more of a nice to have.
This is your time to shine. Candidates are reading multiple JD’s. Make yours stand out. Don’t be afraid to be quirky. Inject your EVP’s into the way it’s written. Once you’ve done it, read it back. If you wouldn’t have wanted the job earlier on in your career, then write it again.
Feeling stuck? Reach out to your iknowho consultant for support. Here’s a guide to writing a marketing Manager JD.
IT’S NOT ALL ABOUT THE MONEY BUT…AT LEAST PAY MARKET RATE
Salaries are becoming more competitive than ever. Not all companies can pay over market rate which is fine, but what else can you offer? It’s all about the package.
What are your benefits? This doesn’t include Friday drinks. Not everyone wants to go for Friday drinks, but everyone likes bonuses. And if you can’t afford to pay out monetary bonuses then think outside the box. Can you increase annual leave? Can you offer mental health days? Can you provide training courses?
Check out our latest Salary and Market Insights Guide for current market rates and the latest insights on what marketing candidates value most and how they like to be rewarded.
CV’s
When presented with a CV, try to respond as quickly as possible. With such a job heavy market, time is of the essence. And go in with an open mind, not every candidate will tick every box on paper but if they have most skills, around 80%, then give them a go.
THE INTERVIEW
This is a 2-way experience. Yes, the candidate needs to go in prepared. They need to show you why they are good for the role and what relevant experience they have. They need to impress you. But guess what, you need to impress them too! Tell them the best things about working there, what is most appealing about the role? Why are you great to work with?
It’s also important not to drag out the process. Most hiring processes only need to be 2 stages and they need to be arranged quickly. And remember, especially with junior candidates, their fit and work ethic is just as important, if not more important, than their skill set. Look at their potential. Are they enthusiastic and eager to learn? That is something you cannot teach. Today’s junior talent is tomorrow’s future.
THE DECISION
Once again, a candidate heavy market is time poor. So don’t take too long to decide. Provide constructive feedback in a timely manner. And if you find someone you really like, now is not the time to ask for more candidates. Gone are the days when you will be provided with extensive shortlists. If you don’t offer quickly, someone else will!
AND FINALLY…
A messy and drawn-out recruitment process is a red flag.
A streamlined and respectful process is indicative of a well-run and progressive company. Be mindful of your interactions. Candidates might not remember what you said but they will remember how you made them feel. You are your reputation. So, give them a positive experience because even if they aren’t right, they might know someone who is.
We hope these tips have been helpful. Get in touch with our team if you want to chat more about the current market or if you're looking for agency or client-side talent we'd love to chat to you!
