Northwest recruiter fixing hiring mistakesAll Hiring Managers Know that Who and How They Hire Has a Big Impact on Their Team’s Performance! 

Particularly for small to medium sized Northwest employers its a really big deal to find the right talent, at the right time, and put them to work in the right way.   The stakes are particularly high in for smaller companies where every employee has to make a difference – there isn’t any room for any employee to get lost in any shuffle.

If your a hiring manager who is fortunate enough to have a recruiter at your fingertips when its time to hire, you know the opportunity that a dedicated recruiter has to make a difference to your busy day.   Unfortunately, most small to medium sized companies can’t afford to provide that level of dedicated recruiting support and the steps in hiring have to be sandwiched in between other work.  Even if your company has dedicated HR, recruiting is only one of many things HR supports.

Unfortunately this scenario often causes hiring managers who are anxious to hire to start seeing their internal resources  as obstacles rather than as the value add resource they are intended to be.  We know that drill.  85% of our clients are small to medium sized Northwest businesses who, while understanding the importance of hiring right, lack the internal expertise needed to manage the steps in a best practices hiring model.  They turn to us either to augment their own resources with targeted recruiting and candidate vetting services, or ask us to fully manage their recruiting process, recognizing the value of being able to stay focused on their own core work.

The ability to hire great employees doesn’t happen by chance, nor is it an individual sport.  A partnership between a recruiter and a hiring manager can make a big difference to hiring outcomes.   

This blog was written to point out the many ways in which a recruiting partner can help a busy hiring manager avoid taking the short cuts in the hiring basics that often lead to hiring mistakes.   While no recruiter can guarantee that all new hires will turn out as planned (the human part of human resources) we know that hiring outcomes are always improved when recruiters help their clients execute hiring basics.   Whether a company decides to work with a dedicated third party recruiter or get by using their own internal resources, we wanted to provide our readers with a roadmap of how the right recruiter can add value to your hiring process.    

Here’s our list of  hiring basics where we know the right recruiter can step in to make a difference!

#1 Help Creating the Necessary Job and Preferred Candidate Profiles! 

As information gets exchanged between a hiring manager and their recruiter, we know that most recruiting issues get created either by a lack of profiling  (just using a worn out job description as their info source) or the hiring manager and recruiter not digging deeply enough into the context of the job to accurately pin point the type of candidate that needs to be hired.

We view deficits in the job and preferred candidate profiling process the big kahuna of recruiting short falls. A recruiter can’t facilitate the right hire if they don’t know what qualities that “right person” has to have in order to be successful on the job.  A recruiter who short cuts the profiling process will not only waste valuable time in their recruit, but will increase the chances that their hiring manager will make a hiring mistake.

The right recruiter will ask the hiring manager the right questions.  Here’s what we think they both should know……

Have you ever hired a super talented employee who preferred to work alone but was hired to work in a team that was big on collaboration?  If yes, you know what I mean.

#2   Help the Hiring Manager Standardize Their Hiring Process    

If you re invent the wheel each time you hire in terms of how candidates are screened, evaluated and hiring decisions made, you eliminate your ability to compare and contrast a wide range of candidate behaviors and your ability to select those candidates who are most likely to achieve the results they are hired to produce.

The consistency of your hiring process will help you uncover real differences in a candidate’s behavior. If every candidate is treated differently, even given different interview questions, you won’t be able to compare one candidate to another, and you’ll end up guessing which candidate would be the right fit.

#3  Do Enuf Homework to Allow the Hiring Manager to Trust What a Candidate Says, but Never Side Step the Need to VERIFY  

If your current candidate vetting process has too much trust and not enough verify, someone offering to do the verification pieces of your hiring process can quickly become value add.  We’ve all been there – fallen in “like” with a candidate who had all the trappings of a “fit” to the point where we don’t take the important next step and verify that who we are talking to in the interview process, or who is described on a resume, is the same person who shows up for work 2-3 months down the road.

Those of us who’ve been around recruiting for a while know that just because a candidate “seems right” doesn’t mean they are right and a commitment to trust but verify is the only way to manage those gut level reactions that all too often can result in hiring errors.

To add value, the verification step of your recruiting process needs to include.

 

 

#4 Help the Hiring Manager Design and Execute a Multi Step Vetting Process that Moves Quickly AND Thoroughly!  

Creating a hiring process that moves too fast, has too few steps, and run the risk of settling for the first candidate who may be “just okay”. Use a process that moves to too slowly or there are too many steps, and run the risk of encouraging the wrong hiring decisions just to be done with the process. Recruiters who move too slowly or don’t do a thorough job of pre screening candidates (or resumes) for the key factors important to hiring success are not adding value and will soon be perceived as creating an obstacle not offering a solution.

One of the great things about being a recruiter is that there are so many opportunities to deliver value to a hiring manager.  

We’ve offered just 4 areas where we have seen companies move away from the hiring basics only to get off track in their hiring results. Recruiters who can find solutions to these high impact recruiting issues will be well on their way to not only improving their hiring results, but building a successful recruiter/hiring manager relationship.

————————————————

PACE Staffing Network is one of the Puget Sound’s premier staffing /recruiting agencies and has been helping Northwest employers find and hire employees based on the “right fit” for over 40 years.

A 4-time winner of the coveted “Best in Staffing” designation , PACE is ranked in the top 2% of staffing agencies nationwide based on annual surveys of customer satisfaction.

PACE services include temporary and contract staffing, temp to hire auditions, direct hire professional recruiting services, Employer of Record (payroll) services, and a large menu of candidate assessment services our clients can purchase a la carte.

To learn more about how partnering with PACE will make a difference to how you find and hire employees,  contact our Partner Services and Solutions team at 425-637-3312, email us or visit our website.

Leave a Reply

Your email address will not be published. Required fields are marked *