There is so much talk on line about job searching and being a good candidate.
What about being a good client?
I know, as recruiters we're often afraid to go there publically..............I'll tread carefully. Most recruiters who have sought training through guys like Peter Leffkowitz or have worked with large scale staffing firms have been given the 101s of client management. Many "good habits" of client management stem from kvetches, but I can avoid that.
Companies that recruit well through their own recruiters or through the use of agencies have a few things in common.
Here are 9 traits that come to mind:
1. CREATION OF STRONG CANDIDATE EXPERIENCES
- They are conscious of their employer brand and candidate experience taking strides to make sure their market reputation is solid.. They do this in a few ways:
- They treat potential candidates with respect and offer timely feedback after interviews;
- They DO NOT put their job orders out to dozens of recruiting firms;
- They limit how long a job is posted (candidates and recruiters track this stuff);
- Talent teams with hiring managers and recruiters to develop great job specifications;
- They boast leadership teams of hiring managers who are adept at selection to hire and retention;
- They know that canned tests are not the best way to screen candidates and work at developing innovative ways to define what will and will not make it through their culture and skills filters, if they must have them;
- They take chances and think long term looking beyond skills and at traits like potential and fit;
- They give recruiters full access to the hiring manager before starting the search and offer opportunities to dialogue throughout the search process;
- They create and share campaigns about work experiences that are 100% accurate and make sure to appeal to their target employee demographics - a potential oil rigger for ESSO is going to have a whole different set of criteria than a potential client service specialist at ZAPPOS right?
- They are aware that employee and candidate experience has got to be solid, social media tells all and so does RATE MY EMPLOYER.
2. PROVISION OF CONSISTANT FEEDBACK
- Don't ask a recruiter to find someone for you and ignore their follow up emails and phone calls; it puts a really bad taste in the candidate's mouth and the recruiters;
- Establish or agree to timelines and schedules when it comes to start dates, interview availability, feedback and offers. State immediately how many interviews to hire;
- Give all candidates feedback, make it constructive.
3. TELL GREAT STORIES ABOUT CAREER GROWTH AND RETENTION
- If you want to sell a passive candidate on a job, tell them about the opportunities for growth and the career path that awaits them - everyone loves seeing this in the career section of a website;
- All job seekers want to know about retention - strong employers take this very seriously and evaluate their leadership accordingly.
4. LIVE UP TO PROMISES
- Do not woo a recruiter to recruit for your company by promising potential employees things that will never happen, they'll expect you to deliver and when you don't - get ready for disengagement and resignations. Promises should be documented and followed up on. Things like shared ownership, salary increases, and RSP contributions stock options come to mind.
5. COMPENSATE AT MARKET RATE OR ABOVE
- Don’t expect great candidates to take pay cuts - and don't expect candidates who take pay cuts to stick around
6. GIVE RECRUITERS HEADS UP IF A CANDIDATE ISNT WORKING OUT
- Give the recruiter a chance to replace the candidate or at least be prepared to help them land somewhere else or better yet brain storm for repurposing if they have talent and potential.
7. CREATE OPPORTUNITIES FOR PERSONAL GROWTH AND WELLNESS
- I get asked about benefits, gym subsidies, community work hours, and educational subsidies all the time.
8. STRIVE TO BE SOCIALLY RESPONSIBLE
- Clients that do good things for the community, humanity and the earth win accolades with potential employees.
9. CREATE GREAT FIRST IMPRESSIONS
Note: Many candidates will drive by before they decide to interview, especially if they are commuting, that includes walking into the building and standing outside to see what the activity is like...
- Have a comfortable reception area with a receptionist that makes EVERYONE feel welcome;
- Make sure every interviewer is presentable and well versed as to how to put candidates at ease;
- Take candidates and recruiters for a tour of the facilities: (keep them clean and well maintained)
Show where parking or bike racks are
Show off kitchen areas or spots where people can sit and socialize or make private phone calls
Keep lighting and air quality at its best
- It doesn’t take money to create a great environment; it takes innovation, thought and respect
Carmen Jeffery is a self employed recruiter in Toronto, be sure to follow Carmen on Twitter >> @CJsearch4TO
At Social Hire, we don't just do social.
The social media marketers in our company are the best in the business at helping our partners enhance their online marketing. We outline and implement cutting-edge social media marketing plans that help our customers realise their organisational objectives and further their social media presence. Our experienced team of digital experts do your social media strategy creation and management in an uncomplicated monthly plan that is cost-effective and is genuinely useful, whatever results you demand from your marketing team.
Our team are a company that assists our customers further their digital footprint by giving digital marketing on a regular basis.
You might like these blog posts What Does the Internet of Things Mean for Social Media?, How to plan your first marketing campaign, How to Rid Your Company Culture of Work-Related Stress, and How to Manage a Social Media Crisis.