Four Surprising Ways a Recruiter Can Help Your Hiring Process

You might think all a recruiter does is send you a string of candidates for interviewing. Well, there are plenty of recruiters that do that, but they’re not the best ones out there.

The best recruiters are able to help you out in more ways than you’d expect. Whether it’s selling your position to passive candidates, helping your team avoid bad hires, or even taking care of your full hiring process, the right recruiter can be a major benefit to you and your company. Let’s take a look at some of the main ways the right recruiter can help your hiring process.

  1. Help Communicate the Position to Candidates

A good recruiter’s mission is to bring in the right hire for your position. That means the first thing your recruiter needs to worry about is understanding exactly what goes into the position you need filled. A good recruiter will ask you to define the position in terms of the performance objectives that need to be met. This process may even help you get to know the position in more depth.

Recruiting is a sales job. The fact of the matter is that the best candidates on the market can get jobs wherever they want. By getting to know your position in depth, a good recruiter gets all the ingredients that go into selling your position to the right candidate.

Every position is unique. They all have their own unique requirements. They all involve a different mix of personalities around the office. They all call for a special type of candidate to supply both the core competencies and the cultural fit to get the job done right. The more your recruiter knows about the position, the better they can attract the right candidate. That’s why it’s so important that you have a conversation with the recruiter about what’s going to be required from the right person.

  • Bring in Great Candidates You Might Not Have Considered

In the end, hiring is about bringing in the right person for the job. Sometimes a hiring process can get bogged down when the hiring team is too fixated on finding a candidate who ticks all the right boxes. Someone who has the right degree, the right number of years of experience, or the right set of skills.

Granted, sometimes those things are non-negotiable. But sometimes the right candidate can get passed over for a job because they don’t perfectly fulfill all of the requirements. Sometimes the right candidate won’t even get a fair hearing for the very same reason.

Now, you might not like the sound of this very much. But look at it this way: is it better to have the candidate who fits all the requirements perfectly, but leaves in three months, or the candidate who needs a bit of training on the front end, but stays with the company for ten years?

With the right interview methods, a good recruiter can use performance and behavioral-based questions to find out how well that candidate is going to fit. You may find your recruiter brings in just the right candidate, even if it’s someone you would have passed over before.

  • Win Over the Passive Candidates

You probably already know that candidates are either “active” or “passive.” Active candidates are the ones who are actively looking for a new job. Maybe they’re out of work, or maybe they’re not satisfied with their current job. Either way, they’re actively seeking out new opportunities for work.

Passive candidates are just the opposite. They’re already pretty much satisfied with their current job, and they’re not actively looking for a new one. Sure, they might be interested in a better offer if it comes along, but they’re not going out of their way to find a new opportunity at the moment.

The vast majority of applications you’ll receive will be from active candidates. Here’s the thing: active candidates are usually active for a reason. The best candidates are usually the passive ones who are already secure in a position that suits where they are in their career.

A good recruiter is experienced in finding passive candidates and selling them on a new position. These are highly-motivated, valuable people your own hiring team may not be able to find on their own. When you’re looking for the right candidate for an important position, a recruiter who can get those passive candidates can be extremely helpful.

  • Give You the Facts You Need to Make the Right Hire

Plenty of hiring teams out there make their hiring decision based on their gut feeling. This can be a serious problem. How? Well, sometimes a bad candidate makes a good impression in an interview. Sometimes a good candidate makes a bad impression in an interview.

Just because a candidate is a smooth talker doesn’t necessarily mean they’ll be able to perform well on the job. Just because a candidate is a little soft-spoken, awkward, or nervous during an interview doesn’t necessarily mean they’re not the right person to hire.

The point here is this: it’s important and valuable to be able to make the hiring process more objective.

The right recruiter will be able to show you systems that allow your hiring process to be as objective as possible. Allowing interviewers to rank candidates on all the criteria for the position, then adding up the rankings from all interviewers builds objectivity into the hiring process. This way hiring teams are less likely to be taken in by a charming but ultimately sub-par candidate or missing out on a great candidate because they don’t have a glittering personality.

A good recruiter for your company will be able to partner with you to bring in the right candidate, no matter what. Hiring can be a tough process, and sometimes you need to bring in a specialist to get the right hire. When you have important hires to make, get in touch with an executive recruiter to help you make the right decision.

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