Some businesses begrudge paying recruitment fees to find them the top talent they need to be successful and grow. Still, they always end up coming back for the service. Why? Because great Head Hunters know how to get the job done properly.
Some Clients will contact million and one people about a role they’re hoping to fill and then only enlist Search & Selection agency as a very, very last resort, when none of their efforts have proven fruitful. In some respects, this might be fair enough – why pay for something you can do yourself? But for the most part, the bigger picture is being completely missed.
Great Head Hunters don’t just fire any old CV over to their top clients. They don’t just spam lists of people and wait for a response. Why? Because their reputation depends on it, and their clients will quickly cut them loose if the quality of service is low.
We want to do a good job; it’s in our very best interests to do so. So, let us do the job we are capable of. In return, we only ask for these 3 simple things in return:
1. Respect
Clarehill Associates don’t just know the market and candidate pool, we know it WELL and probably a lot better than you do. If you’re going to work with a recruiter, treat them like the valued business partner they are. Let them read beyond the CV and resume – let them sell you a candidate based on having already interviewed them and assessing transferrable skills and personality. Trust them to advise on salary brackets and what calibre of hire is realistic with respects to the brief and pricing you’ve given them. Recruiters are there to keep you happy by filling your role with the perfect person; they want to fill the role for obvious monetary reasons as well, so take what they have to say seriously.
2. Commitment
If you’re going to talk about time frames and interview dates, stick to your word.
If We are going to put our trust in your process and work your role for you, make sure you stick to your promises. If you say the role is urgent, then treat it like an urgent role when We deliver you a shortlist. If you say interviews will be ‘next week’ then schedule those interviews for next week, not next month.
Keeping your promises is really important. While you might feel you can change your mind and call all the shots with no repercussions, recruiters are the ones who have to relay all the bad and frustrating news of delays and setbacks directly to candidates. If you are known to promise the world and then let your recruitment partners down, you’ll notice the level of commitment you get from your recruitment partners dwindles and you’ll get a bad employer reputation among candidate networks. Having genuine relationships in place with recruitment partners will help you in many ways when it comes to your hiring needs, so don’t bite the hand that feeds you.
3. Transparency
Being transparent is way better than stringing recruitment partners, and ultimately candidates, along for weeks on end with no explanation, only to let them down in the long run. If budget has been cut and a vacancy has been shelved, let your recruiter know as soon as possible. Let us know how long you have been looking already, let us know if you already have 10 internal candidates interviewing for the role. If you are going on annual leave for 2 weeks, let your recruitment partners know before you go away – don’t just let them find out right in the middle of a process. Being honest and open with your recruitment partners will encourage them to be the same with you, and you’ll find that recruiters take you and your ‘urgent’ roles far more seriously.
We have to work hard to fill your vacancies – it is a myth that all those great candidates we have placed were just lying around on our database.
If you want to build a great relationship with your hiring partners, let us help you and offer you the gold service we are capable of; all we’ll ask is for you to let us do our job properly.
For more info, please contact us
Call +44 (0)117 907 4736
Email: info@clarehillassociates.com
Visit: www.clarehillassociates.com