Over the past few years recruiters have noticed a couple of worrying aspects of the recruitment market – the lengthening and cheapening of the recruiting process. This can be attributed to three main factors:
- Clients are saying in challenging times how critical it is that they get the right candidate for their vacancy
- There are more candidates available than there are opportunities so it takes longer to sift through responses
- The above two factors have tended to make the client instruct too many recruiters to one role often resulting in a loose and vague message to market
However, by partnering exclusively with one competent, knowledgeable and efficient recruitment consultant the client will reduce the length of the process and therefore increase the chances of finding the best possible candidate. It also has the positive effect of making the client look decisive, organized and a company that treats people in a proper and dignified manner.
Why a client in partnership with one good recruitment consultant works
The consultant, after a proper brief with the client and not just from an emailed spec, will be able to source relevant candidates. With competition for talent being so vigorous, it is critical that the right candidates are approached informatively and incisively by one consultant only. Multiple contacts from more than one consultancy cheapens the opportunity – a process often referred to as “muddying the waters”. Austin Benn are getting feedback from high calibre candidates (who are not necessarily active) that they have been deterred from pursuing opportunities by being poorly approached or contacted by too many consultants.
A good consultant will work between the client and the candidate to manage expectations from the outset of the process. A client is entitled to ask a candidate to any number of interviews, they can also put in additional requests like asking the candidate to make a presentation or to sit aptitude or psychometric testing. However, the consultant will be alert to these from the outset. A good consultant should help the client by trying to group interviews together so comparisons are easier to draw. They should also ensure the interview process is consistent in terms of the client following the same technique and style for all candidates. Austin Benn are getting feedback that from a candidate’s point of view it is hard for them to attend interviews at short notice or on multiple occasions, particularly during core working hours, but again the good consultant will smooth out any issues within this process.
Once the chosen candidate has been identified a good recruitment consultant still needs to be alert to slippage. Firstly, by trying to reduce the time between verbal and written offer, ie arrange for the consultant or candidate to pick up paperwork directly from the client. Secondly, by advising candidates about what pre-employment checks may be required and if they will be conducted by a third-party agent. Mislaid educational and/or professional qualification certificates will delay the process. As will any gaps on a CV that an eagle-eyed and inquisitive recruiter would have spotted and flushed-out earlier in the process.
It is too easy to accept that longer recruitment processes should become the norm in the current environment, as is emailing vacancy specs to multiple recruiters. Not following these inefficient norms will generally get you better results and send a very positive message to the market about your business, setting you apart from your competitors. Whether the candidate is successful or not they will still come out of the process with a positive impression of your business, and you can be sure that your designated recruitment partner will get the correct message to the market.