Lindsay Olson

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8 Ways to Get and Stay on a Recruiter’s Radar

iStock 000000122961XSmall 8 Ways to Get and Stay on a Recruiters Radar

You might be approached by a recruiter when you don’t need to hire new staff, but when you do need to hire, you want fast access to a talented recruiter with contacts in your industry.

1. Send a Quarterly Email.

A quick note can let the recruiter know where your company is and what hiring needs you might have coming up. It also gives her the opportunity to let you know about job candidates who have a special talent for your company, which might pique your interest.

2. Go Out for Coffee, When You’re Local.

It never hurts to have coffee with a professional. You get the same results as with #1, but with the added benefit of face time. This can aid the recruiter in getting to know you a bit better, which can help her tune into the right “culture fit”.

3. Talk to Your Employees.

Many of them may have been recruited at some point in their career, even if it was not for their current position. See who they worked with and get recommendations for who to work with.

4. Talk to Your Industry.

If you’re in a specialized field, you may fare well by speaking with other employers in your industry to see which recruiters they work with. These recruiters will be able to tap job candidates with highly-specific skills and experience.

5. Weed Out the Door Knockers.

You’ll likely be contacted by far more recruiters than you could possibly work with. Rather than dilute your efforts, work on building a few relationships with people who you like and can deliver results. Not only is it easier for you, you’ll get more productivity out of third-party recruiters who know the candidate pool isn’t being hit by a multiple firms. Most of us are only paid if upon a successful hire.

6. Join LinkedIn Groups.

There are groups for every industry in every niche on LinkedIn. Join them, get insight from others in your field, and get advice about hiring. Often, recruiters will be there to share their own advice and connect.

7. Be a Joy to Work With.

Or at the very least, be specific in what you are looking for in your next hire. We need to know the good, the bad, and the ugly to source the right candidates and manage the process. Moving the goal post and rewriting job descriptions often is a surefire way to make a recruiter spend her efforts on a search that she’s more likely to fill.

8. Give Feedback.

Just like your staff, the recruiter who works with you can benefit from your feedback. During the process, let her know what did and didn’t work for you with the candidates sourced for the position and the process. Your feedback will only help her find the right candidate and learn more about you and the company for future searches.

Having a solid relationship with a recruiter can help you grow your company faster by getting the right people on board. But just like with any relationship, your connection with a recruiter needs to be nurtured. Make sure she knows where you are with your strategic plan, as well as what your outlook is on hiring in the next month, quarter and year. If your expectations are clear, she will be more than happy to help you find your next great new hire.

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3 Comments - Add yours!

Gerry Corbett (November 29th, 2012)

Lindsay:

A very important topic, no doubt. But the reality is that most headhunters care little about non candidates. They only care about hot prospects. They have little time or desire to engage and are not compensated as such.

While I laud and applaud the effort here, it does little to help the hundreds and thousands of PR professionals who are desperately looking for a gig. Add to this is the unfortunate fact that if you are under 25 or over 45, you have a significantly lower chance of landing a job in a reasonable time frame. Hiring managers, headhunters and HR folks have the uninformed opinion that entry level or seasoned pros have any value at all.

This opinion is based on coaching some 400 people during the last three years or so.

The good news in all of this is that it is a good market for 26-45 years olds at present driven by the dramatic uptake of social media by enterprises across the board.

All the best,

Gerry Corbett

Lindsay (November 29th, 2012)

Hi Gerry, I’m not sure I’m really following you as this post is about how companies and hiring managers can work and develop good relationships with recruiters. Following your points from a candidate perspective, you have some valid points that I’ll have to save for another post!

Gerry Corbett (December 3rd, 2012)

Lindsay:

Whoops!!! I had just finished a coaching session with someone and your blog surfaced. So mea culpa. Let me know when you get to the candidates perspective.

All the best,

Gerry

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