Hiring Headaches: hiring takes up all my time!
Hiring takes a lot of time. Organizing your strategy, developing job descriptions, reviewing resumes, communicating with candidates, coordinating interviews, wondering how it went, questioning if you’ve interviewed enough candidates, putting together an offer, negotiations, etc. But it doesn’t have to, someone else can carry the workload. When you’re interviewing recruiters, this should be a point of emphasis. For many recruiters, this is their go-to selling point: “I have 3 people who want your job right now, I just need you to tell me all about it.” What? Why would you need to tell them about it if they are already trying to sell you on 3 candidates who already want it? These are deceptive techniques from recruiters and they muddy the water resulting in a bad experience for the candidate, the hiring manager, and the recruiter. No one wins and it wastes your time. I wrote an article about this in our Discussion section as I’ve heard too many horror stories from candidates and hiring managers alike.
Having a partner to help guide you through this process reduces the time you have to take away from your important, daily responsibilities. Having the influence of a consultant who has worked with dozens of companies to learn the good habits and how to avoid the bad habits of hiring provides you and your business with a wealth of knowledge. Having a partner that manages job postings, reviews resumes, interviews candidates, provides weekly reports, puts together thorough presentations uncovering more information than a resume ever could, and coordinates the interview process allows you to stay focused on your day to day responsibilities knowing that a recruiter is properly representing you and your company while reaching out to hundreds of candidates.
A few years ago I was working with a company to help them find an engineer. The client just had an awful experience with a recruiter who submitted dozens of resumes, but only resumes, and expected the client to do the rest. After a few months, the client was looking for a true Talent Consultant. I connected with them and we were off and running. After 2 1/2 weeks, I submitted 3 candidates for the position. Within an hour, I received a phone call from HR. She said that the Hiring Manager was thrilled and excited to start interviews! However, she disclosed that we have a problem: all 5 candidates have been previously submitted by the first recruiter they were working with so they couldn’t pay me if they were to hire one of them. I curiously asked why they are excited about them now if they have already been interviewed? Her response was that not one of them moved forward to interviews because she and Hiring Manager didn’t see what I had uncovered. My presentations provided information beyond what was found in their resumes.
How did this happen? I listen to Hiring Managers. I want to be sure to understand what you are truly looking for so that I can save you time by report on the 100+ candidates I reached out to and why that list has been whittled down to 3 who fit what you are looking for.
What did this mean for the hiring manager? In 2 1/2 weeks time I was able to do what the previous recruiter and job postings couldn’t do in 6 months. Not only that, but I maintained an efficient process by reducing total resumes reviewed and ensuring the 3 candidates possessed what was desired by the Hiring Manager so he didn’t need to interview anyone else. I coordinated the interviews, sent calendar invites, followed up with feedback from both sides, kept things moving, and handled the negotiation.
With Mier Talent Consulting, we will take the work off of your desk and put our years of experience to work to provide a tailored process that will make hiring easier for you and ensure you can continue to do your job so business doesn’t slow down. Book a consultation today and see how we can help.
