Hiring Advice for Clients

02/09/2019

When utilizing a recruiter, it’s important to remember what you’re actually doing: you’re hiring an expert at networking.

More often than not, our clients assume we’re just resume generators who don’t pay attention to what’s happening. A few basics to keep in mind when looking to make a star hire:

Trust your recruiter when it comes to salary banding.
If a client tells me they want the best candidate and are $30K under the market value for even the lowest grade candidate, it’s my obligation to tell my client to raise the salary, or not perform the search.
Searching for an all-star candidate or an essential hire below market rate only reflects poorly on the client. Reputation for being the best in the industry and a challenging environment is great to engage employees, but not paying them adequately is an insult to the industry of their livelihood.
You’re working against a clock.
I can safely say, once a process has gone over 3 weeks from the moment the first interview began, you’re at risk of losing the candidate and will need to start over. And some clients are actually fine with this (they think), until it comes to a time when they are desperate and the 1 in a million candidate has been strung out for 2 months and ultimately turns the offer down. At some point, you need to hold yourself accountable for making the best hire efficiently, a good recruiter will help you manage the process in its entirety.
Recognize the changes you want in your business, not the skills the candidate will need to make the changes. The better you can communicate what changes you want out of us, the better we can find you candidates with a track record for making these changes. If you need someone who can effect the bottom line through process improvement instead of cutting the workforce, that’s important.
Keep your interview process efficient and be prepared.
Have questions prepared and if you don’t know what to ask then ask us to help you! You’ve hired a recruiter to not only find the best candidate for your business, but help you manage the process. If we do our job right, we should make this process efficient for you by providing you market data of how many companies are also hiring, what is that job paying at other companies, why is the market hot or cold right now. All of these things come with a good recruiter.
Talk to your recruiter about your experiences in hiring people.
If you’ve had trouble retaining talent, tell us so we can find out what the reputation of the company culture is like. Or maybe it’s because of compensation, or something else. The point is we want to know what’s going on in your business as a whole so we can better support you. If you can’t seem to attract talent in a certain position, it may be that you’re asking for a skillset that isn’t common in that particular city and we either need to increase the salary or look to relocate someone