7 Major Reasons Why Your Recruiting Department Hasn’t Been Successful in 2019.
Having trouble finding the right candidates for your open positions even though you have a recruiter or a recruiting team? Having worked with many different companies in various industries across the U.S., we know how frustrating it can be for companies who feel they have a strong recruiting department but aren’t reaching the new hire goals they have set. So what could it be if it isn’t the candidate?
1. Only Getting Surface Level
One of the first things we learned as recruiters was not to trust the first thing out of a candidate’s mouth. Not because they were lying but because, in general, people remembers the “good times” or their outstanding performance from previous jobs. Often times, if someone is looking for a job, there’s more to the story then, “the company laid a lot of people off, and I was unfortunately one of them” or “oh you know, it was the last one in, first one out kind of thing”. Making sure your recruiters take the opportunity to really dig in and get beyond the surface level to figure out what is going on and if this candidate will make a good fit is key to finding the right hires.
2. Only Relying On Beat Up Databases
One thing which separates Net Gold from big name recruiters is they are often trained to rely on old, beat up databases to find candidates for their clients. Recycling the same candidates from company to company to fill the position quickly and hit their monthly quota requirement is the quickest way for them to fly under the radar and keep their jobs. As a small, boutique recruiting company, we have the flexibility and really take the time to understand exactly what kind of candidate our client is looking for to avoid turn over. When we send over a potential candidates, we have searched high and low for that perfect candidate and taken the steps to vet before ever putting them in front of a client. This insures all parties are successful.
3. Quantity VS Quality
This pretty much goes hand in hand with point #2. Most hiring managers are pressuring their recruiting departments to make hundreds of calls a week to schedule a dozen interviews to produce their quota. In reality, dialing for dollars wastes everyone’s time and end up making the searching days longer than necessary. Doing the same thing over and over and expecting different results isn’t going to get you those awesome hires. What WILL help you get there is ensuring your recruiters have flexibility and understanding that YOUR time as well as theirs is valuable and calling and interviewing 10 qualified candidates a week is better than wasting time on 100 “maybes” or “could be’s”.
4. Collecting A Paycheck – No Matter What
Let’s face it – it isn’t the recruiter’s company. One business owners always experience is no one will care more about your business than you. Even the most loyal, hard working employees simply don’t have the same stake in your company as you do. Sometimes a simple paycheck just isn’t enough (as crazy as that sounds). A really great company advocate is typically your rock star sales rep what are all sales people motivated by? Money. If they’re just collecting a paycheck whether they send you 20 candidates or 500, there’s no real motive for them to make a great placement.
5. Bad First Impressions
When companies come to us who haven’t had luck recruiting and needed help building or rebuilding their recruiting department, some of the first things we look for are; the recruiter’s appearance and how the office was setup. What kind of vibe is this giving to a potential new hire? A simple revamp can ensures the first ‘in office’ impression goes smoothly for both you and the candidate. Every company has their own vibe and its important the candidates see and experience this on their own, not just taking the recruiters words for it. Again, so simple and these small changes and gestures really leave a positive, lasting impression.
6. Your Recruiters Don’t Understand The Job
And maybe neither do you. We’ve worked with a lot of companies who knew they wanted a Sales Manager or a Marketing Director but had no idea what the job description was. There’s absolutely nothing wrong with that. Not taking the time to sit down with your team and to define the role thoroughly however, is a mistake. A simple job description these days just isn’t enough to draw in good candidates. It may take a few brainstorming sessions and a couple of nights of “let me sleep on it”, before you truly understand the role and what it brings to your company on a day to day level.
7. You’re IN Your Business
Last but not least, a major problems is you’re IN your business rather than ON it. Truth is, we’re all in our business – we have to be, but if you’re Business Development, Marketing, Social Media, Accounting, (you get the picture), then how is it possible you have time to do recruiting too? It takes a lot of time to write a job description, post the job to multiple sites, source through dozens and dozens of resumes, set up a time to interview, take time for the interview and remember to follow up – only to find out the candidate doesn’t want the job and you have to start all over. That’s where Net Gold can help. We streamline this process and create a stress free hiring work flow for you and your team.
So you can focus ON your company and helping your current business grow and your immediate team thrive. While we take the recruiting part off your plate and deal with the posting, sourcing and interviews! Ensuring the candidates put in front of you are already the pre-qualified match you’re looking for.