The Top 5 Critical Factors to a Great Recruitment Experience

working with recruiters - recruitment experience

When you’re working with a recruiter, this is usually when you know you’re needing to find that elusive nugget of a future team member. However, this is also at a stage when you need to grow your team so you are probably short-staffed and every spare minute is crucial.

So, to save heaps of time and costs during the hiring process, here are some key pointers that will really help you to make the most out of your recruitment consultant relationship so that they can find you the right person and saving you lots of stress and time in the process.

Candidates are not a commodity. There are hundreds of moving parts in the recruitment process. Leaving the safety of a current role and accepting a new job is a huge decision for a candidate. At the same time, strong candidates will have offers from your competitors and a likely counter-offer from their existing employer. In order for your recruiter to attract and seduce this key talent to join you, they need to be armed with all the right information to ‘sell’ your vacancy and your organisation to the top candidates and get the job done for you.

So, let’s get started:

  1. Share Everything About the Role

You can’t tell your recruiter too much. They want to be drowned in information from you about the role, the company, the future line manager, the team culture, the benefits and why people stay or leave your company. Make sure the recruiter knows the truth about why the last two people quit, who the main clients are that they will work with and what the expectations will be in the role.

This way the recruiters can ask the right questions during the shortlisting process and make sure they only send you the best-fit candidates with the right skills, behaviours and expectations to succeed in the position. It’s better for everyone to be aware of all the positives and negatives from the start otherwise the candidate will figure out that the role isn’t quite what was sold to them and they’ll become disconnected. The recruiter will then have to find a replacement under the replacement guarantee and you would have wasted time interviewing, training and on-boarding the wrong hire. In short, the more a recruiter knows, the more they can pre-empt any issues that might arise during the recruitment process and respond to a candidate accordingly.

  1. Respond to Calls and Emails

For your recruiters to perfect the search for your ideal candidate, they need your feedback. This is absolutely crucial for them to be able to do their job and provide you with a great result. If your consultant has spent hours, if not days, working to provide you with candidates for review, they will need to know why they are or aren’t suitable so they can amend their search and start contacting the ones that are more suitable. The sooner you can leave feedback and the more detailed this can be, the quicker they can start getting this right.

Let the recruiters know what time of day is most suitable for feedback and whether you prefer to communicate via phone or email so that they can work in a style that suits you best. They will often be interviewing candidates from very early morning until late in the evening so will be available if you need to schedule time outside of standard work hours to catch-up.

If you are working with several recruiters at once and are very short of time, you can contact TalentVine or use the messaging system in our Applicant Tracking System to pass on the feedback to everyone relevant at once.

Also, be aware that in order to create a great candidate experience that will positively influence your employer brand, it always helps if the candidates can find out quickly if they have been unsuccessful and why this might be. Your recruiters are there to pass this on in the best way possible so please use them accordingly.

  1. Set Clear Expectations

For your recruiters to perfect the search for your ideal candidate, they need your feedback. This is absolutely crucial for them to be able to do their job and provide you with a great result. If your consultant has spent hours, if not days, working to provide you with candidates for review, they will need to know why they are or aren’t suitable so they can amend their search and start contacting the ones that are more suitable. The sooner you can leave feedback and the more detailed this can be, the quicker they can start getting this right.

Let the recruiters know what time of day is most suitable for feedback and whether you prefer to communicate via phone or email so that they can work in a style that suits you best. They will often be interviewing candidates from very early morning until late in the evening so will be available if you need to schedule time outside of standard work hours to catch-up.

If you are working with several recruiters at once and are very short of time, you can contact TalentVine or use the messaging system in our Applicant Tracking System to pass on the feedback to everyone relevant at once.

Also, be aware that in order to create a great candidate experience that will positively influence your employer brand, it always helps if the candidates can find out quickly if they have been unsuccessful and why this might be. Your recruiters are there to pass this on in the best way possible so please use them accordingly.

  1. Provide us with a current/accurate job description

Too often, unmet expectations are just a result of people talking at cross-purposes. And cross-purposes take on a whole life of their own when it comes to job descriptions. As recruiters use job descriptions as a road map to the happy place of fulfillment, they need to be able to trust the signs.

Making sure the job description you provide is current and accurately represents the skills and experience you are looking for will make your relationship with your recruiter one that is based on honesty, transparency, and a shared purpose.

  1. Schedule interviews in realistic timeframes

A recruiter’s job is to find you the very best candidate possible for your role. In the current market, it is highly likely that the best person already has a job. And so, coordinating interviews with candidates requires recruiters to be mindful and respectful of their current employment relationship (put yourself in the employer’s shoes for a moment) and this sometimes means a candidate needs at least 24 hours’ notice to arrange the time off for an interview with you.

And then there are the candidates who want to do some research in preparation for their time with you.

Being reasonable when scheduling candidate interviews will improve your chances of always having the very best candidates turn up.

Treat a quality recruiter like you would if an Architect is designing your dream home or a Software Engineer is rebuilding your business. They need a clear brief, realistic timelines and regular communication to find you that dreamboat of a candidate. Follow these steps and you’ll have the right candidate hired and ready to join your team.

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