Working with a great recruiter takes the “work” out of finding the right person for the job. But there are still a few things you can do to get maximum value out of the service and ensure you get the results you want.
By Alicia Rennie
As the person responsible for filling this position you are going to have the best knowledge of what is required. Take a few minutes to assess what it is you need from your ideal candidate. Think about the job and flesh out that position description. This is the groundwork for having a successful briefing session with your recruiter. When you’re prepared, the brief is much more likely to deliver the results you want.
Are the reporting lines for the position clear? Has the salary level been approved? Is the position open to flexible working arrangements? What will the interview process look like and who will be involved? Work through your internal logistics for the position and make sure everything is approved, so you’re ready to go when the perfect candidate walks through the door.
You don’t want to get half way through the recruitment process and have a candidate from another department make a late application. Make sure internal applications have definitely closed off before you engage a recruiter. Or, if it’s something out of your control, let your recruiter know about any internal influences that need to be factored into the process.
Talk to your recruiter openly about the best way to communicate regarding the position. Your recruiter knows you are busy but is also focused on getting the position filled for you so will want to be in touch regularly to move the process forward. Let your recruiter know your preferred method of contact – whether you like to take calls first thing each morning or you’re someone who relies on email as your primary form of communication. And don’t forget to brief your recruiter on alternate communication channels if you are going to be out of the office for a period of time during the recruitment process.
It’s important you have a clear picture of your ideal candidate but it’s also important to remain open minded to candidates that might not tick all your boxes on paper. Recruiters have a sharp eye for potential and a good recruiter will deliver candidates beyond the here and now checklist.
When the ball’s in your court don’t take too long to return it or you could loose a perfect candidate. Remember, great employees are highly sought after and you don’t want to miss out on the right person because resumes sat unread for two weeks or the interview panel wasn’t available for a month. When information comes in from your recruiter try to respond quickly to keep the process moving forward. And if there are any roadblocks, such as a key decision maker going overseas for a week, keep your recruiter in the loop so they can reassure candidates and let them know they are still in the running.
Your recruiter will be keen to tie up loose ends as quickly as possibly once you have selected your ideal candidate. Issue that offer letter promptly and set up a thorough induction program. You’ve worked hard to secure the right person for the job; don’t abandon them at the end of the process.
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