The role of procurement recruiters is multifaceted. The following presents a number of the key considerations when utilizing recruiting firms when looking for talent.
1) During any search process it’s important to keep in touch with all parties involved, be they hiring managers, recruiters or candidates. Keeping line-of-sight with all parties ensures that nothing is missed and that they remain engaged throughout the search process.
2) Having a clear idea of the skills and abilities you’re looking for – as well as an understanding of your company’s needs – sets up a successful interview experience. You can’t expect to come away with what you need if it isn’t communicated properly.
3) Asking for referrals not only reduces the number of no-shows but also provides more relevant candidate information.
4) Competitive compensation packages are important, but they aren’t enough; they need to be paired with an energetic culture that aligns with the interests of potential employees.
5) While there’s always validity in looking at past performance, it’s important to keep in mind that different circumstances may change the way a candidate would perform now.
There can be an expected progression for candidates at certain stages of their careers, i.e., experience –> management –> leadership. Providing opportunities at all levels ensures that you’re not limiting your talent pool to professionals with significant experience only.
When sourcing talent, the industry you’re looking in is just as important as the skills and abilities of individual candidates.
It’s unlikely that you will be able to satisfy everyone on your interview panel. This doesn’t mean that their opinions are invalid; rather, it suggests that you may need to seek out more than one opinion on the matter.
You can’t expect to come away with what you need if it isn’t communicated properly. Sending clear and concise updates about the status of the search process is important for continuing engagement between hiring managers, recruiters and candidates.
There are different ways of structuring an interview panel; however, ensuring that there are individuals who challenge the candidate is important. Doing so sheds light onto how they respond to different stimuli.
Once an offer has been made, it’s important to maintain good communication with all parties involved, including the individual accepting the role and their current employer. If things don’t go as expected during their first days / weeks on the job, it’s likely that problems will continue and may lead to a less than stellar first impression of the company.
It is generally not advisable for hiring managers to participate in the interviews; however, there are times where this can be beneficial. A hiring manager who has worked closely with the candidate on specific projects or initiatives is more likely to ask questions that go beyond the standard “do you have any questions for us” line.
Finally, it’s important to remember that successful recruitment isn’t a one-time thing; rather, it’s an ongoing process and should be thought of as such. This ensures that your search is comprehensive and thorough, and gives multiple opportunities for candidates to apply.
