There is no doubt about it...the demand for technical talent far exceeds the currently available supply. As a result, many companies are struggling to land the talent that they desperately need. In an effort to maximize their chances for success, we see an increasing number of organizations reaching out to professional recruiting partners for assistance in attracting and securing talent.
Our 20 years of experience in the technical recruiting space has shown that there are a number of proactive steps that organizations can take in conjunction with their chosen partner that will greatly increase the effectiveness and success of the partnership. The most effective of these practices are detailed here.
Invest the time to help your recruiting partner gain a clear understanding of everything they'll need to know in order to successfully attract, screen, and select the right types of candidates for your consideration. This includes an understanding of the following items:
Your goal here is to equip the recruiting partners so that they are communicating with, screening, and evaluating candidates through the same lens that you would use to make decisions.
Do all that you can to foster open lines of communication with your recruiting partner. Beyond the initial education, the most effective communication that you can have with your recruiting partner is to provide feedback on candidates. The feedback should be:
Allow the recruiting partner to have direct communication with the hiring manager.
In today's ultra-competitive environment, any delay in the screening and hiring process can result in the candidate getting locked up by another organization, or worse yet, by your fiercest competitor. It is imperative that you take action quickly when reviewing candidate credentials, selecting candidates for interviews, scheduling and executing interviews, providing candid feedback to your partners, making hiring decisions, and formulating and extending offers.
Approach the recruiting process as if you are a seller, not a buyer.