One of the biggest problems that recruiters face is being able to hire true quality and keep up with them through the entire process. This is often how departments are positioned because they don't really help out the recruiter to retain well.
Often a recruiter will complain that they have limited authority over the final say on hiring decisions, training, and other retention methods. Managers claim that it is often the fault of the front line recruiter who isn't doing the proper research. So who is at fault?
So in order for a manager and a recruiter to be on the same page there has to be some congruency. One of the big things that has to happen is the recruiter needs to be involved more in the whole process from start to finish.
What some companies do is that they will give their recruiters more say and more accountability in the process. They will allow for them to be involved from sourcing, recruiting, hiring, background checks, etc. up until they are hired and give them a say through the whole process if they feel a candidate isn't worthy. They also become more accountable financially for anything that happens to hired employees in the first year.
This has improved retention for those companies and the time-to-fill metrics for companies that have done this. This is the same thing with any type of business. As you get employees involved in the whole process they become more aware of their surroundings and willing to take care of customers or employees.
A lot of recruiters feel that it simply comes down to having sound hiring processes. The better they are then you can posture it differently and focus on finding the right person instead of loads of leads to nowhere. Then it comes down to having quick responses.
Sometimes it is hard to get that reach and so you need to find companies that will help with that. One of the most recommended out there is Entice Labs because they do a great job of reaching candidates that are just not in your network of people with great leverage.
So get to work and empower your recruiters if you are manager and make sure they are in line with your methods. If you are a recruiter then find ways to gain more authority and become more focused on creating great success for your department.
Often a recruiter will complain that they have limited authority over the final say on hiring decisions, training, and other retention methods. Managers claim that it is often the fault of the front line recruiter who isn't doing the proper research. So who is at fault?
So in order for a manager and a recruiter to be on the same page there has to be some congruency. One of the big things that has to happen is the recruiter needs to be involved more in the whole process from start to finish.
What some companies do is that they will give their recruiters more say and more accountability in the process. They will allow for them to be involved from sourcing, recruiting, hiring, background checks, etc. up until they are hired and give them a say through the whole process if they feel a candidate isn't worthy. They also become more accountable financially for anything that happens to hired employees in the first year.
This has improved retention for those companies and the time-to-fill metrics for companies that have done this. This is the same thing with any type of business. As you get employees involved in the whole process they become more aware of their surroundings and willing to take care of customers or employees.
A lot of recruiters feel that it simply comes down to having sound hiring processes. The better they are then you can posture it differently and focus on finding the right person instead of loads of leads to nowhere. Then it comes down to having quick responses.
Sometimes it is hard to get that reach and so you need to find companies that will help with that. One of the most recommended out there is Entice Labs because they do a great job of reaching candidates that are just not in your network of people with great leverage.
So get to work and empower your recruiters if you are manager and make sure they are in line with your methods. If you are a recruiter then find ways to gain more authority and become more focused on creating great success for your department.
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with finding ideal job candidates for quality hires. He also endorses a product for job recruiting that sources five works the audience at a tenth of the cost of job boards. This helps to save recruiters work and money.
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