One big issue that plenty of recruiters deal with is retention for new hires and it can create a lot of stress in the department of any firm. With a post hire it becomes very difficult to place blame on management or the initial recruiter and there can be some bad feelings.
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.
So how do you find a way through this tension and animosity that both of these fields feel about their counterparts? One of the things that needs to happen is that recruiters need to be paid and focused on the same objective that the managers have long term for these candidates. This is where the manager can come in and set up systems to make sure this happens.
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.
Recruiters feel that it comes down to sound hiring processes that find targeted candidates that fit the needs instead of getting loads and loads of interviews. It also comes down to quickly responding to these resumes in order to pull in the talent while they are hot.
Sometimes it is hard to get that reach and so you need to find companies that will help with that. One of the most recommended out there is Entice Labs because they do a great job of reaching candidates that are just not in your network of people with great leverage.
If you can empower people then you will always get improvements. It is just a matter of finding the right people that take pride in their job and can understand core values to follow. - 15478
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.
So how do you find a way through this tension and animosity that both of these fields feel about their counterparts? One of the things that needs to happen is that recruiters need to be paid and focused on the same objective that the managers have long term for these candidates. This is where the manager can come in and set up systems to make sure this happens.
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.
Recruiters feel that it comes down to sound hiring processes that find targeted candidates that fit the needs instead of getting loads and loads of interviews. It also comes down to quickly responding to these resumes in order to pull in the talent while they are hot.
Sometimes it is hard to get that reach and so you need to find companies that will help with that. One of the most recommended out there is Entice Labs because they do a great job of reaching candidates that are just not in your network of people with great leverage.
If you can empower people then you will always get improvements. It is just a matter of finding the right people that take pride in their job and can understand core values to follow. - 15478
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and assists recruiters with finding ideal job candidates for inexpensive hires. He also promotes a product for job recruiting that reaches five works the candidates at a tenth of the cost of job boards. This assists to save recruiters work and money.
