Your first reaction to the inevitable request to meet with a recruiter is normally NO! You have better ways to spend your valuable time! Here are ten reasons why you should invest an hour with a recruiter before they shortlist anyone to you.
1. Your culture
It’s not easy to communicate something as intangible as the culture of your organisation. It is hardly ever included in a job description, yet when someone is rejected after an interview – or even fired – how many times do you hear, ‘They didn’t fit our culture’?
2. Prioritise the duties on the job description
A haphazard list of duties on a job description does not give a recruiter or potential hire any idea of their importance, priority or percentage of time required to be devoted to them.
3. Discuss the competencies required and not just the skills
What behaviour do you expect in your team? Skills are not enough, and so you need to articulate the expected behaviours. The recruiter can then tailor their interview to ‘test’ these competencies before they shortlist.
4. Build a relationship so you don’t have to do it all again
Starting a long term relationship with your recruiter through an investment of time saves you having to duplicate this process the next time you need to hire.
5. Allow them to understand how to find the office
It sounds simple, but being able to describe how to get to your office and the transport options available can avoid a lot of heartache and time wasting for potential candidates in the future.
6. The recruiter can sell the environment
Recruitment is not all one sided. The recruiter also needs to be able to sell your environment and job to the best talent. The best way for a recruiter to do this is to experience what your environment and culture is first hand. It is not unusual for organisations to give their recruiters a tour so that they can experience the environment first hand.
7. Explore the intangible benefits of joining your organisation
Remuneration is not the only reward organisations can offer. Often, benefits are intangible, for example, access to parking or retail shopping centres. If the recruiter knows there is a gym in the building and the best candidate for the job loves to work out, then you have yet another way to sell the opportunity with your organisation.
8. Discuss remuneration and the market conditions
You probably don’t recruit every day and may not know how your remuneration package compares to the market in general. A discussion at the beginning of the process can ensure your expectations are in line with the market.
9. Set the expectations of the process with all interested parties
A basic idea can be as simple as setting a time frame for the recruitment process. Knowing what your expectations are can also assist the recruiter. For example, you may want to see a maximum of three resumes delivered in one email and not five sent to you over a period of time.
10. Negotiate the rate
Don’t get a surprise. Have the discussion, in person and up front, so that you know exactly what and how you will be charged, and don’t forget about the guarantee.
With a small investment of time, you can reap the the rewards of hiring the best talent professionally with minimum fuss and at a competitive rate. Next time a recruiter requests a meeting, you may want to say yes.