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.
Often a recruiter will complain that they have limited authority over the final say on hiring decisions, training, and other retention methods. Managers claim that it is often the fault of the front line recruiter who isn't doing the proper research. So who is at fault?
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.
This has improved retention for those companies and the time-to-fill metrics for companies that have done this. This is the same thing with any type of business. As you get employees involved in the whole process they become more aware of their surroundings and willing to take care of customers or employees.
In the end no matter how many interviews and resumes you have, it comes down to recruiting right and finding that ideal candidate before your competition does. If you can quickly respond to the right resumes you are going to get valuable employees.
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. - 15431
Often a recruiter will complain that they have limited authority over the final say on hiring decisions, training, and other retention methods. Managers claim that it is often the fault of the front line recruiter who isn't doing the proper research. So who is at fault?
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.
This has improved retention for those companies and the time-to-fill metrics for companies that have done this. This is the same thing with any type of business. As you get employees involved in the whole process they become more aware of their surroundings and willing to take care of customers or employees.
In the end no matter how many interviews and resumes you have, it comes down to recruiting right and finding that ideal candidate before your competition does. If you can quickly respond to the right resumes you are going to get valuable employees.
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. - 15431
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps 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 helps to save recruiters work and money.
