There some ads running on the radio for a general recruiter which are, to be fair, quite funny!
The firm jokily promises gimmicky extras, there was a monkey who’d bang a cymbal when the right candidate appeared, a sticky frog who would leap on the face of their face and I think I remember something about chattering dolphins. Anyway, the punchline is that confess that they don’t do the gimmicky thing and they mention one of the things that they do.
As I say, quite funny.
What’s less funny is when, in real life, a recruitment firm promises something you do need and then doesn’t deliver, or they charge you for gimmicky extras that you don’t need.
Unfortunately, it is happening too often in IT Project resourcing leading to bad hires and the inherent cost that come with having to start over! In fact, over-promising and under-delivering are among the top reasons new clients give for cutting ties with previous recruitment partners.
Too Much Choice!
A new client once told a colleague that their old recruiter had said they could find twenty candidates - like this was a good thing! Too much choice!! Make your recruitment partner earn their fee and narrow down the candidates the best handful, or better still, the one perfect candidate.
So, insist that your IT Project recruitment partner spares you the bells and whistles and focusses purely on what will deliver you what you want – a great fit hire!
Who is best to profile and interview an infrastructure project manager? Who is best to profile and interview a business analyst? For most, the instinctive gut reaction is that like should interview like, so the profiling and interviewing should be done by an infrastructure project manager and a business analyst respectively. The gut instinct is right. But why?
There are a number of reasons. Project Managers ask better questions of project managers because they know the territory having done the job themselves. This isn’t to say that hiring managers ask bad questions, I mean some do but that’s another blog for another day, it’s more that a conversation between two PMs or BAs will elicit more indicators that can facilitate a great hire.
Some of the worst hires I’ve seen interviewed really well, they entertained the interviewer with tales of glories of their careers, the groundbreaking Wi-Fi solution that they spearheaded or the data centre that they migrated in record time or the ERP upgrade they delivered in ahead of schedule and under budget.
A non-specialist hiring manager might be wowed by this, it is an impressive catalogue of achievements. Hire this candidate, right? Maybe … but …
For us, the more interesting and revealing answers lie in a secondary or tertiary level of questioning. A more specialist interviewer would, therefore, drill down on each of these achievements to establish the candidate’s actual role, what they did on a day to day basis and therefore what they can bring to your organisation
The only way you will really find this out, is to have someone on the interview team who has worked in the role you are seeking to fill, a “seen it, done it and got the t-shirt” interviewer will delve and probe to establish how strong a candidate really is. This is where Peer Profiling is essential. Peers can analyse answers real-time and ask appropriate supplementary questions that really allow you to get a feel for the candidate, what they have actually done, how they go about it and what they will deliver for you.
By Peer to Peer profiling and interviewing, at Access Talent only the best quality applicants are put forward for positions ensuring the best possible fit.
Reach and Speed
The longer a vacancy is unfilled, the more the process of hiring costs, when you factor in lost productivity, etc.
Challenge your recruitment partner to demonstrate how they will reach the most perfect candidates in the fastest possible time. Both elements are key.
A recruiter may get your message out quick but to a wholly inappropriate audience, or they may target the right people but take a long time doing it. All the while, the bill for the hire is increasing like a taxicab taking the scenic route.
1 – We Keep In Touch.
At Access Talent we maintain contact with pre-interviewed talent and, as mentioned earlier, we get to know you and your projects before we enter the market on your behalf. This means that often we already know the perfect candidate, when their current contract is up and how interested they would be in a new opportunity.
2 – We Know Where To Look
If we don’t have the perfect candidate lined up already from our database, we know where to find them! We craft meaningful job specs and recruitment ads and know where to place your vacancy so that it gets the most effective yield.
3 – We Target Passive Candidates
We don’t just target active candidates. Some of the greatest talent placements didn’t even know that they were looking for a new gig!! Many recruiters focus all their energy on the active market, and you can see the logic to a degree, but it really limits your potential.
Imagine you’re clothes shopping and they don’t have your size on the shop-floor rail. What do you do? You ask someone to “take a look out the back” and aren’t you glad when they come back with the perfect fit!? In IT Project Recruitment, active candidates are like those dresses on the rail, the perfect fit is often waiting “out the back” – make sure your recruitment partner goes there to look.
A Fair Commercial Model
Commercially, we believe in shared risk. This means no retainers and no upfront fees.
For example, take permanent hires. Our fees are competitive and spread over equal monthly instalments during the first six months of the candidate’s employment with you.
In the unlikely event that the candidate leaves, the payments stop. No questions asked.
Compare this to having to pay upfront or settle the whole bill at the point of hire. If the candidate leaves after four months what’s the best you can hope for? A small rebate, a reduction off the next bill, a gesture of goodwill? The cost of a bad hire extends way beyond the actual fee you pay for the process of recruitment. Lost productivity, the cost of training and onboarding, the impact on morale and staff workloads all carry a heavy price, why should the people responsible be protected from the consequences of a bad hire? It’s not fair, is it?
Hiring new people comes with risk. We get that. So, how refreshing is it to have a recruiter who will share that risk with you? Talk about putting your money where your mouth is.
So, there you go. No frogs, pigeons or dolphins, I’m afraid. No extras designed just to ramp up your bill either. Just honest, fair, transparent specialist recruitment. Or, in other words, just what you need to make a great hire.
3 Innovate Mews, Lake View Drive, Sherwood Park, Nottingham, NG15 0EA
Phone: 01623 888466