Recruiting

There isn’t a day goes by at the moment when you can avoid a status or blog on LinkedIn bemoaning all that is wrong with recruitment – albeit usually written by recruiters about their competition – and whilst I occasionally partake in the “banter” and dialogue in how to overcome bad examples, I feel that there is a very simple solution to creating an industry that excels in following best practice each and every time.

We hear tales of recruiters not gaining permission of candidates before submitting CVs to clients, thus creating the perpetual problem of who has the right to claim the fee. And it would appear it is still rife in the recruitment market to spray and pray with a candidate’s details by way of listing a load of companies who technically match the candidates CV and hoping one will stick.

I for one am flummoxed by tales of candidates going for interviews and then never getting any feedback from their recruiter when it is clear the interview hasn’t been successful, yet they never get a chance to hear the constructive comments as to why.

I have made it clear from previous blogs and my own public bio that by promoting best practice, I see my role as a “barrier to entry” to those who do not behave with the kudos I expect from a recruiter – full stop.

What constitutes best practice? Is it possible to have a “one size fits all” etiquette in how to behave? What can you do to ensure you are engaging with a recruiter who is operating ethically and if not what are the repercussions?

I have explored the best practice regulations previously and simply put, a good recruiter should do the following:

Candidates:

  • Your recruiter should insist on arranging to meet you to qualify your skills, experience, desires for the next role. If a face to face meeting isn’t possible because of logistics, there is NO excuse for them not to arrange to Skype, FaceTime and ooVoo you nowadays.
  • Your recruiter must gain your permission before they send your profile/CV anywhere. Even if it is a confidential role, there must be enough information for you to know.
  • Your recruiter must prepare you before any meeting you go on through their introduction, fully briefing you on their previous placements and process to follow.
  • Feedback should be timely – you should know within 24 hours how your meeting has gone.
  • Management of the process – you should feel as though your recruiter is your partner in this – you should feel supported and secure that the recruiter “has your back”.

Have I covered everything? Is seeing that list making you feel the love you had for your recent recruiter or making you feel like you were the one running the show?

Ultimately the recruiter should be proactive on your behalf; trying to find you your best role.

Clients:

  • As above, your recruiter should want to come and meet you in person– see your environment, understand your culture, learn what your company “DNA” is. In order to understand WHO the client wants to hire and what other people they have hired who have been successful.
  • The recruiter should act as your brand ambassador in the market– coming to you with the best people and asking you to consider them for their perspective.
  • The recruiter should also be very timely with feedback and that should also include prepping YOU on the candidates motivators and reasons for leaving too.
  • The recruiter should have your best interests at heart as you are the one paying the fee. You should feel like the recruiter is someone you can trust, who adds true value to your business and is your external outsource in the market place.

So where does it go wrong?

Saturation – Each and every market is saturated with recruiters – including my own – and so there is a sense of “bun fight” mentality.

How can you avoid this:

Candidates – give your exclusivity to your recruiter. They will be proactive on your behalf and come to you with the BEST opportunities.

Clients – retain your recruiter for your most vital roles.

Kill the sales beast

If you feel that you are on the receiving end of a sales hungry recruiter, STOP WORKING WITH THEM. It is as simple as that. I hear of my competitors ringing clients and saying every time “I have the best candidate for you” yet they never do.

Don’t choose a recruiter you don’t trust implicitly and who winds you up.

Lets stand up for the right way of doing things. Vote with your feet as a candidate and client. Let’s put the recruitment cowboys out of business so that the future of recruitment is about partnership and integrity.


About Lysha Holmes

Lysha Holmes is founding director of Qui Recruitment established in 2005 to completely challenge the traditionally poorly perceived service offered by other Rec 2 Rec providers. Lysha as Qui Recruitment is dedicated to representing the best talent to the best suited roles, focussing on placing recruiters of all levels in a candidate led service across the NW.

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