After working directly with hundreds of small and medium sized businesses outside of the recruiting space for over three years, I’ve seen the challenges many face as they process all the information they receive from recruiters and the online world. Below are a few first-hand observations about what would make life easier:
Less is more, but one is better: When companies are in a rush, they are not looking to build their candidate database; they just want the right fit for the position. Scott Wintrip wrote an article on EMinfo which discusses how he aims to submit only one candidate for every position. While this is not always possible, this is an approach to aspire to, and your client will thank you.
Technology should help, not hinder: Yes, there are many great assessment testing tools and rating systems included in applicant tracking systems. If you require your clients to adopt additional steps, though, it should be only to achieve the first point above. While qualified information leads to better decisions, it’s best to test the effectiveness of new processes internally before assuming that they are always progressive. They may simply be a waste of time and provide an illusion of “intelligent data.” By providing your client with a tool that saves time and streamlines their process, you show that you have a good understanding of their needs.
Culture will guide you: Instead of talking about the job description, both the recruiter and the company should put more emphasis on talking about the company culture. Many of our customers have relayed to us that they tend to spend a lot of time sorting out “misfits” which they receive from recruiters. Be sure to inquire about your client’s culture and get their definition of their company’s culture means as well as what they specifically look for. For me, culture means “this is how we do things” and “this is what we believe in.” Culture does not mean “we have free food” and “we wear shorts.”
Perfecting the process: Once you provide one or more sets of candidates to your client, test your process against the culture question. Of course, it’s a funnel, and some people will work out while others fall off, but testing each case will make you an expert on the company you’re working with. You need to understand this company better than their own HR folks – which is a tall order! Your focus should be to design a process through which you can be involved yet invisible. Your client will feel more apt to listen if you can reduce the number of steps in their decision making process. Learn about their applicant tracking software and make suggestions for optimizing its usage.
The most interesting hiring processes that I have come across are with our growing start-up clients. Some of them have boiled a lot of the harder recruiting questions down to a science, and it is working for them – less attritions and a team that fits tightly into their culture. Use the knowledge and experience you’ve developed over the years to your advantage while you learn new lessons from your clients. A recruiter that solves a cultural problem instead of just filling a position - now that’s priceless!
Happy Hiring!
Raj Sheth is the co-founder of Recruiterbox, an online recruitment software and applicant tracking system designed especially for growing companies. Prior to Recruiterbox, he founded two other web startups -- a classifieds portal and an ecommerce site. He is a graduate of Babson College and spent the first three years of his career as a financial analyst with EMC Corporation in Boston. Visit his website at recruiterbox.com.
