Teach—don’t brief—the provider on your business

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If you work for a small business and your team is relatively small, then gathering this information through one-on-one conversations rather than formal surveys can deepen your engagement with superstar employees while creating an environment that encourages the employee to be honest and candid with you. Ask about their motivations, aspirations, interests outside of work, how they view their role in the greater picture of the company (a perspective shared by many top performers across various industries) and their experiences in the position.

There’s no need to fret if the information you gather doesn’t seem to offer much insight at first glance. That’s what your recruitment partner’s for. They will be able to look at the information in context of recruitment and make the appropriate adjustments to their approach and strategy.

For one of our clients, this survey revealed that although the position they were hiring for was a non-managerial role, the employees who consistently excelled in that role across the company had experience being accountable for someone else’s work. With that newfound insight, we began looking for that type of experience in candidates’ backgrounds and asked them more about it as we spoke. We wanted to know why that connection existed. As it turns out, those individuals took pride in having an impact on their communities—whether they were professional or personal. The indicators we saw to support this included volunteering for community-based programs, coaching sports teams, founding clubs during their time at University, etc. We worked it into our phone screens for that position and that allowed us to pinpoint an indicator of excellence in that position from the first conversation.

Make good use of the time spent at the very start of the recruitment process for a position by romania phone number resource teaching the recruiter elements of your business that they wouldn’t have known or appreciated from your marketing.

More often than not, the recruiter will have already researched your industry, marketing, website, competitors, etc. by the time you discuss the positions you need to fill. This call is the time to talk about your business’s core objectives and collaborate on the talent strategy that will best support those goals.

By the end of this call, the recruiter should know what drives the short and long term strategy as well as goals. Some topics to include in this conversation are your company’s culture (what would a ‘culture fit’ in your organisation be?), current hiring challenges, and the roles that the person you are looking to hire will play within the departmental and corporate plans.

Whilst some of the job requirements may seem obvious to you such as ‘agency experience required’ or ‘based in Madrid’; these are important requirements that should be shared with your recruiter in order for them to refine their search and save time in the recruiting process.