As a former CFO and hiring manager, if I knew then what I know now, working with recruiters would have been a lot easier! This article is intended to share my experiences and provide tips to increase the quality of candidates you see and reduce the time you spend working with recruiters. At STRe Solutions, this is what we call "defining success in hiring."
Do you know that the recruiting industry is extremely data driven? Wouldn't you like to know some of these statistics so you can evaluate the likelihood of success before engaging a staffing/search firm? At STRe, we've defined a successful process around contingent search, modeled after retained search. When we, or any other firm, engage in a retained search, there is frequent communication between the hiring manager and the search firm. Typically, with contingent searches, hiring managers give out a job order and, all too often, quickly receive 5 to 10 resumes "thrown over the transom." Sometimes you may not get anything at all from the search firm after you hang up the phone with the eager recruiter. Why not?
Recruiting firms constantly evaluate the priority of each job and how it stacks up to the other orders on a recruiter's desk. This process is a function of determining the likelihood of filling a job order and includes: 1) the difficulty of identifying qualified and interested candidates; 2) whether the compensation package is competitive; 3) the fee paid to the search firm; 4) the number of other firms working on the job order; and 5) how long the search has been open. So as a hiring manager, if you don't know how your job order stacks up to other orders on the recruiter's desk, you may be surprised to find out that it isn't being worked on.
At STRe we've created a Select Contingent hiring process that has a very high success rate. Partnering with you to fill a critical order, we thoroughly assess candidates and present only those who match the key criteria you require. This requires the hiring manager to discuss the position with us before we begin to recruit, but will be much more efficient in the end. We provide more than just a resume, because the resume is not the whole story; you can't always identify the key skills and experiences that are required for your position from a resume. That's why we provide you with a Candidate Presentation spreadsheet that compares our candidates side by side with your specific job requirements. It simplifies the process for hiring and requires a thorough assessment of the candidates by us.
Questions to ask your Recruiter:
Here are some questions to ask your recruiter before you start working together. As a hiring manager, you'll be much better informed before you make your decision to give out the job order.
- What is the priority of my job order on your desk? What else are you working on?
- Who will actually work on my job order, you or someone else at the firm?
- How many candidates do you typically present to your clients before they make a placement?
- What percentage of candidates presented are scheduled for a client interview?
- Do you meet all your candidates before you present them? Do you reference them first?
- What percentage of your job orders do you complete? [Industry average is about 10-20%]
To see a sample of our Candidate Presentation spreadsheet, send an email to firstname.lastname@example.orgAbout the author: Sue Salvesen is a former Silicon Valley CFO who has led 3 IPOs and several acquisitions. She has 20+ years of extensive hands-on financial and management experience and more than 7 years as a CFO. Sue founded STRe Solutions in 2004.