Be Fair WIth Your Recruiting Vendors

resumes flyingI work with many clients who are overwhelmed with a schedule that they have lost control over.

They are interviewing people every 30 minutes (or less), speaking with hiring managers, chasing those same hiring managers, evaluating, assessing, qualifying potential hires, putting together and extending job offers, checking references PLUS talking to 3rd party recruiters who are incompetent to evaluate talent (this is what they tell me).

It never ends. Every day.

When I qualify job applicants, I ask them where they have been on interviews, and where they have submitted their resume before submitting it to a client.

Recently, more and more companies tell me, “He’s in our system.”

Let me be blunt.

I understand that sometimes a candidate doesn’t tell me the truth or forgets a place or two, but when you start to notice that the client has not contacted the candidate until I attempted to present them, I can see what is going on.

A firm has a contract with a job board and is harvesting resumes and having them input into their system. Or people are sending resumes and no one looks at the database until a third party recruiter “tickles” them, at which point they actually see the resume for the first time, claim ownership and contact the candidate.

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I understand that you are stretched thin but this is wrong.

Be honest and don’t cheat people.

If you have too much to do, hire a contract recruiter to review everything that arrives in your database daily. Or hire a firm like mine to review resumes you source or collect from other means, and either identify possible fits based upon a basic screen, or accept a discounted fee for referring someone who is hired that comes from your database (like having a captive agency working with your database).

Being fair will allow you to improve your job to hire ratios and get more jobs off your desk which, with a recovering economy and labor shortages,  will become more important over the next 12-24 months.

© 2010, 2015 Jeff Altman, The Big Game Hunter Asheville, NC

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2 Comments on “Be Fair WIth Your Recruiting Vendors

  1. I think your point is only valid where you have a large market area. When your business and/or geographic area are smaller, it is not unusually for the pool of applicants to be a lot smaller. The applicants in that pool will use every avenue available to them, albeit direct hire or agency to find a job. I don’t go to an agency to obtain the same candidates that I already have. I go to an agency to find applicants that are only interested in dealing with agencies.

    In fact, when I work with an agency, I tell them before you start interviewing people for our spot; give me the name of the person so we both don’t waste our time. Fifty to sixty percent of the applicants submitted to us are people I’ve already met with or have their resume in my system.

    What makes me laugh are agency that brag of a large pool of applicants who when they receive our position request only to have to post for the position. They don’t read the background of the candidates submitted. I get it; no one is perfect. However, I don’t expect you to send me the resume of the person who just left my company. If I am looking for a particular skill set I need a better explanation then “oh yes they did (XYZ skill) but did not put on their resume.”

    1. I completely agree with you on how most agencies perform these days. I own a firm GSI Search International and we have never posted a job on any job board or newspaper. My philosophy is that you the Client can do that and spend the time to sift through the responses, interview a few, hire no one and spend more money in time and frustration than our fee. Then call me and I Will have it filled usually within thirty days.

      If we present a candidate that is in your system and not active then we are paid our fee as we have recruited them, presented the opportunity and without us they would continue to lay dormant in your database. Anyone can collect names and resumes with ads. Remember our job is to go out search, recruit the cream of the crop (they don’t reply to postings). They know we will contact them and can represent and negotiate better on their behalf than they can. Their the best in what they do, we’re the best at what we do and in house recruiters are overloaded, stressed and under to much pressure. What we do is become your partner and work together to solve the issues. Trust, honesty, ethics and integrity are paramount to a good relationship.

      If you want the priority and commitment I suggest you a firm that’s an expert in your industry and pay them as your clients pay you for your services.

      It may come as a surprise but our time is limited and quite valuable. Some of us ( not the firm) with a couple assistants are generating seven yes, SEVEN figures in revenue (Billings). You get what you pay for.

      Every top performing company recognizes that “We’re the Ones that Move the Movers & shakers ”

      George Genel
      CEO
      GSI Search International
      Concord, MA.
      ggenel@gsilllc.com

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