CLIENT AND RECRUITER PARTNERSHIP

A few weeks ago, I read a brief posting from one of my favorite Authors and Change Agents –  Seth Godin.

His article discussed the value of a great Recruiting Agent and how that relationship can help attract and acquire superb talent for your team and your organization.
The Recruiter-Client/Candidate/ Hiring Manager relationships has been misunderstood at times, praised at times and at others times  it has been under-appreciated. Both the Recruiter and the Client can benefit tremendously when the relationship is a positive and effective one. Several things are needed to allow the relationship to become  successful: trust, candor, communication, commitment and common sense.

I have always believed in allowing people to excel at what they  do amazingly well.  As a hiring manager, your organization has invested considerable resources and faith in what you do amazingly well  everyday while you help your organization  to continue moving forward. Now, unless your brilliance is spent  attracting and recruiting talent everyday, then,  allow your recruiter to do what he or she does best  on your behalf.

Out in the marketplace,  your Recruiter becomes a positive representative of your brand, helping prospective candidates learn and understand what sets your company apart and can also contextualize any negative data that may be floating around. Recruiters are instrumental in helping superior candidates decide why they should consider joining your company and in helping you to define who should not join. At least that is part of what they SHOULD be doing. If they are not, you should be asking questions.

“Recruiters will steal my people.
I have heard this for years and unfortunately that has happened somewhere at some time with some Recruiter. Those are not the type of Recruiters that I want to be associated with or would not want any client to work with.
Clients will offer their search to any Recruiter with a pulse.
That too has happened somewhere at some time with some clients. Those are not clients that I would want to be associated with. You shouldn’t either.
Clients want to pay low fees.
Again, that also happens. The question any great company must have it’s HR and hiring team ask is: What is the value of acquiring great talent? Remember, you often get what you pay for. The years of trusted  relationships, interviewing skills and experience are some of the ingredients that comes with a great recruiter.

What is the value of having a Recruiter will also serve as my Brand Ambassador? That means that he or she will represent your organization professionally all the way through the recruiting process.

Ask yourself, how would I want to be recruited and by what type of recruiter?”

Any good company and it’s managers must  know  or learn the value of attracting superior talent,  especially in a  discreet manner. I don’t believe that above average talent,  key performers, professionals who are game changers are always answering  job ads. Why should they? They don’t have to. This is where effective recruiting is at its finest.

What is the difference between hiring and recruiting? Seth Godin says it best:

“ Hiring is easy and fast and is basically a retail operation. Hiring is what you do when you let the world know that you’re accepting applications from people looking for a job. Recruiting is the act of finding the very best person for a job and persuading them to stop doing what they’re doing and come join you.
Recruiting raises the bar because it demands that a candidate leave his or her present role to leave all the years of familiarity with a team and an environment to join your team and to help your company produce greatness . You and your company must have an opportunity worthy of him or her quitting for.
” Is your job opening so good you could recruit great people for it?
If not, perhaps you need to work on that.”
I truly believe in what Seth is saying. I would be very interested in your views  as well.

What has been your experiences to date with your Recruiter?

What makes a great Recruiter and what makes a bad one?