There are more ways than ever for companies to advertise
roles. Their postings “spider” through the different portals and the end result
is generally the same….Bringing a plethora of issues for both the candidate and
the employer. This generally consists of
lethargic application processes for the candidate with little to no recourse on
following up as to which black hole your resume now sits, and for the company, trying to analyze and
review 50-100 resumes where 95%+ of the applicants have no relevance in their
career experience with the position.
Where does this leave the top-tiered candidates? Will their application stand out
in amongst so many applicants? What about providing feedback to everyone that
applied? Does anyone really have the time to provide feedback to over 100
people for each role? Are top-tiered
candidates even applying to postings?
What is your recruitment strategy in order to attract these candidates
to your organization?
It is usually the case that the best candidates do not have
the time to be trawling the internet looking for their next role, because they
are too busy doing a good job in their current role. They would rather be approached
about a specific role that they can see offers them their next career move,
than search job boards. They also benefit from the recruitment consultant
selling them in to what they hope will be their future employer. Time and time again we hear that our clients
are “trying” to utilize their internal recruiter…..only to engage us because
they are not finding the right candidates or they are too busy.
Applying for a role through a trusted recruiter should mean
that you are one of several candidates being put forward. The likelihood of you
being invited in for an interview should be very high. At Fusion Recruitment Group, close to 100% of
the candidates we submit to a client obtain an interview. The end result should be that the candidates
are strong enough that the position could be offered to either of your top two
choices following the interview process.
If not, we haven’t done our job!
Remember that by the time the candidate meets with your team for their
first interview, it should feel more like a third interview due to the
selection, qualifying, and validating being done by our team.
The team at Fusion Recruitment Group goes beyond just the
initial interview. We work with our
candidates to find them a role that will offer a career progression, meet their
career needs, and compliments our clients’ requirements. Although candidates will consider a lateral
move, more often than not, they want progression or at least a different
challenge. The best recruitment consultants will have a good understanding of
your skills and how these may be transferable to different opportunities.
Choosing the right recruitment firm is key for both the
company and the candidate. Qualifying
candidates for the right client goes well beyond sourcing the right background
and someone looking good in a suit. It
is not about making a placement at the end of the month….it’s about making the
right placement. If you don’t choose
the right firm, then companies may as
well rely on online postings and inadequate internal recruiters as there would
be no intrinsic value otherwise.
People.
Solutions. Results
Allan Welyk, President & Managing Partner
Fusion Recruitment Group
allan@fusion-recruitment.com @fusiontweets
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