Often recruiters deal with the same problems that sales representatives deal with and that is what happens to hires after the commission is given. Often after a post hire it is difficult for a recruiter to take responsibility for the performance of those hires.
Many recruiters feel stuck because they don't get much say in the process and are only involved in the initial sourcing of the issue. Management will claim that they are not focused on creating benefit for their company by following mission statements, values, etc. when deciding on candidates to source.
In order for this to work, recruiters have to adopt the business objectives of their managers and follow it exactly. The manager has the responsibility to make sure this is understood and that recruiters are empowered so they feel more responsible with the results of employees.
One way to do this is to make the recruiter directly responsible for employee turnover that happens in the first year of the employment. Second they need to have more of a say in the process and given the ability to reject the candidate at any time in the process.
If companies do this, records show that it will improve the retention for those companies and the time-to-fill metrics that are commonly measured by companies. You are going to find this with any department you work in. The more authority you give then the more respectful and motivated the employee will be.
A lot of recruiters feel that it simply comes down to having sound hiring processes. The better they are then you can posture it differently and focus on finding the right person instead of loads of leads to nowhere. Then it comes down to having quick responses.
One of the best ways to do this is with a product that automates the process of recruiting talent. Companies like Entice Labs do a good job of sourcing passive candidates to find the right candidate in the right location.
Empowering people always makes changes. What would you do to improve recruiting methods or what have you done? Write it out and talk about it. - 15246
Many recruiters feel stuck because they don't get much say in the process and are only involved in the initial sourcing of the issue. Management will claim that they are not focused on creating benefit for their company by following mission statements, values, etc. when deciding on candidates to source.
In order for this to work, recruiters have to adopt the business objectives of their managers and follow it exactly. The manager has the responsibility to make sure this is understood and that recruiters are empowered so they feel more responsible with the results of employees.
One way to do this is to make the recruiter directly responsible for employee turnover that happens in the first year of the employment. Second they need to have more of a say in the process and given the ability to reject the candidate at any time in the process.
If companies do this, records show that it will improve the retention for those companies and the time-to-fill metrics that are commonly measured by companies. You are going to find this with any department you work in. The more authority you give then the more respectful and motivated the employee will be.
A lot of recruiters feel that it simply comes down to having sound hiring processes. The better they are then you can posture it differently and focus on finding the right person instead of loads of leads to nowhere. Then it comes down to having quick responses.
One of the best ways to do this is with a product that automates the process of recruiting talent. Companies like Entice Labs do a good job of sourcing passive candidates to find the right candidate in the right location.
Empowering people always makes changes. What would you do to improve recruiting methods or what have you done? Write it out and talk about it. - 15246
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and assists recruiters with finding ideal job candidates for inexpensive hires. He also endorses a product for job recruiting that sources five works the audience at a tenth of the cost of job boards. This assists to save recruiters work and costs.
