I hear it too often. Why hasn’t this position been filled? We just aren’t getting enough candidates. The candidates aren’t strong enough. I was the perfect fit for the job, why wasn’t I invited back for another interview?
See, as a recruiter I am the middleman between the manager and the client/company and getting someone hired or not. I am the glue. When these questions get asked, there is often a disconnect somewhere. Simply said, there is a formula to getting someone hired.
There are circumstances where finding the right candidate means interviewing a number of people to make sure you have the right candidate. I am all for making a responsible, well thought out decision to whom you are going to hire. I am a believer of interviewing until you find the right candidate.
Here are 10 things you MUST do in order to fill a position fast. You have a choice as a recruiter and a manager. You can make the recruitment process simple, or it can be a long drawn out process. It is your choice. What will it be?
- Recruitment Is About A Partnership – Don’t second guess the importance of the partnership. One can not do without the other. Both parties have to be on the same page and willing to work with one another. Whatever pre-conceived notion either party has about one another has to go out the window. Both parties have to trust and engage with one another, or it will never work.
- Have A Lengthy Intake Session – The recruiter drives this, but the manager has to be a willing participant. There is no such thing as too much information. A recruiters job is to get inside of the managers head, and they wouldn’t be doing their job correctly if they didn’t ask very pointed questions.
- Have Regular Follow-Up Sessions – The process begins with the intake, but should not end there. Recruiters must have follow up times with the manager. Managers must make them. If this partnership falters, other requisitions take priority.
- Have Open and Direct Communication About Candidates – Leave your feelings at the door. If the candidates aren’t what the manager wants, tell the recruiter. A good recruiter should take that criticism and refine their search. Try, try again until you get it right.
- Set Realistic Expectations With Candidate Recruiters – need to talk about money expectations up front. They need to talk about where they are in the interview process, the location of the position, the role itself, and what they are looking for in a career. Recruiters need to talk about when the candidates can start. They need to do theire due dilligince up front. Managers also need to be transparent. They need to go in detail about the role and what their expectations are about the role.
- Work Tirelessly to Fill the Role, Utilize All Resources – If a manager entrusts in a recruiter, then the recruiter must hold up their end of the bargain. This means they must not post and pray, solely use Linkedin, or just contact referrals. There is a mutual respect here, so a recruiter must utilize all of the resources he has available and be creative as possible to source the right candidate. A manager should also dig into their network and help where ever they can.
- Talk Openly With Candidate – Recruitment is a process. They will most likely be interviewing with multiple people. There will be a phone screen, maybe an assesment test. Tell them “best case, worst case” scenario. If they aren’t chosen, respectfully let them know. It is better to let them know than to have them frustrated and taint your image or the companies image.
- Be Available For Questions – This goes both ways for the recruiter and manager. If a recruiter is trying to find the ideal candidate, they have to make themselves available, sometimes at odd times. They also have to be readily available to candidates who are currently in the process to answer any questions. A manager needs to be responsive to the recruiter when they need an answer or are trying to help with the recruitment process.
- Work Closely With On-boarding – If you are joining a company sometimes the onboarding process doesn’t run as smoothly as possible. If there is a drug screening process, recruiters must walk them through it. If the background process is lengthy, they need to make them aware. Managers need to think about their first week, their first month. Where do they get the computers, their desk? All of these things need to run smoothly for a hire to not only be hired, but to stay with the company.
- Always Recruit – Don’t get caught behind the 8 ball. Prepare and over- prepare. The best organizations always plan for the future. Once a manager has a confidant in a recruiter, talk about tomorrow, next month, and next year. What are the plans for the organization? Always be pro-active! The next time a requisition comes around, you will be ready.