Hirewell’s Post [Video]

Transcript

Number one. When you're an employer selecting your recruiting firm and we're going to conclude this show, by the way, with a list of questions around this, what are we looking for? All right. The obvious one, just to get us going here, you have to pick someone you one like and two, you trust. Someone you trust will have the expertise to actually get the work done. Recruiting more than anything is relationship based business. I think we can all agree matching a resume with the job description is scratching the surface. It's not even like worth talking about in any level of detail. AI could do that at this point, but it has to go much deeper than that and there has to be some sort of like personal relationship and some sort of. Us that someone experience deeper than that, which leads us into a bunch of more of these, yeah, I mean if you feel the need to reiterate the minimum requirements to your recruiter as an employer, like. Find another external recruiter. Don't #2. Don't worry so much about the their their rolodex. It's important. It's just not that important like we do build long standing relationships with Canada communities too. It's the nature of our job. Customers become candidates, candidates become customers and and the circle of life continues. The number of relevant folks though, in those networks that are going to be open to exploring opportunities at the exact time you want to hire is going to be tiny. Like tiny tiny. It doesn't matter the search. So it's why niche firms sound like a great idea all the time until like the the hiring entity, the company realizes we're all kind of fishing in the same ocean. It's not about the existing Rolodex, it's how someone, how quickly someone. And build the new rule index they need to make your search successful anyways. Good segue into #3. Like ask about what the agency needs from you to be successful, not how are they, not how they're going to find the right person. Again, important, but focusing more on the former. Is he any good agency and recruiter is going to dive into a persona type. They're going to ask questions about what people work, what people don't work in relation to the to the job or the search. Versus going through like what we had talked about this, this laundry list of required skill that's 15% of that is, is skills matching. The rest is figuring out to your point quickly what the hiring entity is actually looking for culturally, the streamlining of processes we're looking for. Yeah, those sorts of things, right? So what's #4 #4? Look, don't make it a race to the bottom price wise. Now again, I'm not saying this. I'm not saying you should always go with the most expensive option. I'm not saying you should negotiate, not negotiate. What I am saying is you get what you pay for and low pricing equals low effort equals low care. If you don't put skin in the game either. While your partner, if you're comparing one very good firm to A1 terrible firm. Like there's a reason why there's a cost differential there. If you don't just want resumes thrown at you, you need to work with a partner. Kind of demonstrates these point above. It's rarely going to be the cheapest option.