Maximizing Value from Your Talent Partner
In a recent blog, I highlighted important qualities that should be evaluated when selecting a Talent Partner in a Candidate Driven Market. However, recruiting is a two-way street, and strong client engagement during the entire recruiting process is just as important as selecting the right firm to deliver top talent.
According to a recent article from ERE, recruiters overwhelmingly stated that the hiring manager is one of the most, if not the most important component to a successful hiring process. Having an engaged hiring team can make the difference between bringing on top talent or scaring them away!
Below are three important responsibilities that the client/hiring manager must do in order to maximize value and ROI from their Talent Partner.
1. Strong Communication – I cannot emphasize how important it is to effectively communicate with your Talent Partner. This starts on day one when a firm is initially engaged to carry out the task of filling a difficult and important role. It is crucial that the recruiter fully understands not only the details of the role, but the intricacies of the company as well, such as history, culture, core values, growth plans, competitive advantages, etc.
Because recruiters act as an extension of your team and represent your brand in the marketplace, it’s imperative that they can quickly and accurately communicate information to prospective candidates. This requires a time commitment from the client BEFORE the search to ensure that the recruiters representing their brand are well equipped and informed.
2. Consistent Feedback – As consultants, we strive to get as much information from the client BEFORE the search begins so we can be well-prepared. However, a lot of valuable information is learned from things that happen AFTER the search is well underway. Resume details and interview feedback (both the positive and negative) are two critical pieces of information that need to be communicated quickly and directly to your recruiter to ensure they consistently bring in the top talent that is the best fit for your organization.
In addition, it’s also important to provide “clear and effective” feedback. The least effective thing you can do (besides not responding at all) is replying with something like “not strong enough”. It’s important to tell your recruiter where the candidate fell short. Was the person weak in a key area? Not a culture fit? Not proficient with a key technology? The list goes on. A good Talent Partner will make sure the next candidate checks all those boxes.
On the flip side, let your Talent Partner know exactly what you liked about a candidate as well. Likes and dislikes coupled together will result in the search being filled more quickly and efficiently.
3. Value your “Recruiter” as a true Talent Partner – To be fair, not all recruiters earn the right to be labeled as a true partner. Some make their living by exercising quantity over quality. When you do find that true Talent Partner that sits on your side of the table and represents your company and hiring goals, make sure to invest time into developing a strong partnership by open, honest and consistent dialogue. Creating a long-lasting partnership takes time and effort on both sides!
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