One of the biggest problems that recruiters face is being able to hire true quality and keep up with them through the entire process. This is often how departments are positioned because they don't really help out the recruiter to retain well.
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.
Some companies have adopted giving this authority to recruiters by making them accountable for employee turnover in the first year and at the same time allowing for them to reject a candidate at any stage in the hiring process. This gets the recruiters more involved in the process and helps them to get a better understanding of how it works.
This will improve retention and give your recruiter more of a solid foundation in understanding truly what you need out of an employee. This will be the case for any business that you get involved in. You will see more achievement out of someone that is empowered with more.
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.
My suggestion is that you look at ways to automate this whole process. One company that does well with that is Entice Labs and their TalentSeekr product that sends out jobs across numerous niched web sites on the internet.
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. - 16492
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.
Some companies have adopted giving this authority to recruiters by making them accountable for employee turnover in the first year and at the same time allowing for them to reject a candidate at any stage in the hiring process. This gets the recruiters more involved in the process and helps them to get a better understanding of how it works.
This will improve retention and give your recruiter more of a solid foundation in understanding truly what you need out of an employee. This will be the case for any business that you get involved in. You will see more achievement out of someone that is empowered with more.
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.
My suggestion is that you look at ways to automate this whole process. One company that does well with that is Entice Labs and their TalentSeekr product that sends out jobs across numerous niched web sites on the internet.
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. - 16492
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with finding ideal job candidates for inexpensive hires. He also promotes 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 costs.
