Recruiting (hiring) professionals is part of any company’s growth. New positions are created to solve new problems, new teams and departments are created, and turnover is a reality for every organization.
Recruitment is much more than just making sure a person checks all the boxes on a list of requirements. Recruitment, in its essence, is:
- Making sure the person has a great potential of adapting to their role and the company’s culture, and
- Assess if the company will be the right place for that person to grow and thrive.
Contrary to public opinion, recruiting teams are not only looking forward to “fill a role” or “crunch hiring numbers”. The image of a recruiter eating popcorn while disregarding CV’s without even looking is a myth.
A good recruitment team will not only have their own goals and the company’s needs in mind, but will also:
- Value candidate experience (providing feedback to all candidates, and making sure they follow a consistent hiring process);
- Fight for their candidates (if they feel their candidates have potential, they will be assertive of this when speaking to hiring managers);
- Explore the candidate’s motivations, to make sure the company can provide them what they need.
You can think about a recruitment team as the bridge linking the organization to a group of professionals on the market, who are potentially willing to join that organization.
But why is this approach essential to an organization?
There a few reasons why. Let’s overview them:
- A recruiter is the first person most candidates meet. If it was your company, wouldn’t you want that first person to make an excellent impression on anyone?
- A good recruiter will make sure a clear hiring process is being followed. This will save time to any other teams involved, and also make sure any technical skill is assessed properly.
- Focusing on the candidate’s motivation can sound too much like “roses and flowers” if you’re on the company’s perspetive. However, this is actually one of the most important assessments a recruiter makes. A candidate joining the company with misaligned expectations is very likely to quit after the first three months. And we all know a high turnover rate will mean higher costs for the company. You’ll need someone that recognizes the importance of expectations to explore this with all candidates. It’s not a hard science, but it definitely works most of the time!
- Candidate experience is a pillar of employer branding. To say it plainly: how you treat candidates not only says a lot about your company, but it also builds an image of your organization out there. Empathic recruiters who are active listeners, who convey a clear message, and that provide feedback every step of the way will guarantee that the candidate has a pleasant experience — even if they end up not getting hired.
To all organizations out there:
- Value your recruitment team. Listen to their ideas and suggestions, and make sure al the teams can cooperate with them when it comes to new hiring processes.
- Put an emphasis in quality over quantity. In a lot of consultancy companies, the focus in on the number of interviews conducted, and let me tell you: it does nothing to ensure the quality of candidates you’ll hire!