Category: Uncategorized

No transferability, no feedback – candidates have feelings too…

We have just completed some research to find out what candidates find most frustrating in the current jobs market.

300 candidates gave their views on a number of scenarios in the current job market, and indicated whether they were satisfied or frustrated. We also asked them to grade their frustration…

The headline results are that the following had the highest percentages of ‘very frustrated’ or ‘quite frustrated’…

The overall lack of relevant job opportunities for me 88%

The transferability of my skills into new sectors is being ignored 82%

The lack of feedback as to why my CV is rejected 74%

The lack of constructive explanation on why I’m not right for the job 73%

The very slow selection process 73%

There isn’t much that we in HR & recruiting can do about number 1 at present, but there is a lot we can do about the rest.

Why aren’t we looking at transferability of skills?? CIPD research recently showed that HR professionals believe that skills are transferable between sectors…so why isn’t it happening??

Why aren’t we telling candidates the reasons why their CVs aren’t right for the roles that they’ve applied for?? Why aren’t we offering simple, constructive advice??

Recently on our LinkedIn group a candidate told of a call she had made to a recruitment company. She had submitted her CV to the recruiter, who had sent her CV on to their client with a note saying that ‘they would let her know the outcome ASAP’. Two weeks later she hadn’t heard, assumed it was a ‘no’ so put a call in to the recruiter to try to gain some closure. She was told that the recruiter was no longer with the business, and that the role had been filled…she was then told…

“To be fair if we spent all day phoning people who were ‘no’, which we’d like to do because it’s the ‘experience’ as much as anything that counts, we simply would go bust”

Whatever business model it is that dictates that communication with the people that enable it, or could enable it, to make profits is not worthwhile, is a repugnant, failed model….

Surely all of us…recruiters (3rd party and in-house), hiring managers and talent professionals have a duty to treat with dignity, respect and compassion the people who show an interest in working for our businesses and clients….

It’s your Employer Brand – be careful who you trust with it

Chatted with a recruitment manager yesterday…he had gone to set up an in-house function for a company which had a 100% reliance on 3rd party agency recruitment. Within little over a year they were doing 40% direct hires. He told me how he set about it, most of it would be pretty familiar to in house recruiters, then he said…

we needed to really develop the employer brand, but you can’t have a great employer brand unless you give a great candidate experience, so we really looked at that and how we can create a great experience

Got me thinking… companies put in a lot of effort to create a great candidate experience, to enhance their employer brand, and then may brief 3 or 4 recruiters to fill a role…but how do you know that those recruiters will pass on the experience you’ve carefully created?

One thing I have found is that a candidate who applies to a company through a 3rd party recruiter will link the service they receive from that recruiter to your brand. Happens all the time…we’ve all heard candidates say things like ‘not interested in that company, I applied for a role there last year through an agency and got really mucked about/never got any feedback/went for interview and never heard another thing/never got a reply to my application/left loads of messages but heard nothing….’

Now you may have done your part, but how do you know the recruiters have done theirs?? When you select your recruitment partners what criteria do you use??  Cost?  Speed of response? Reputation?  Size of database?  Recommendation?

Do you visit your recruitment suppliers, see their offices, meet their consultants and see how they work? How they are structured and rewarded? Will they just focus on closing a deal, or will they make sure that everyone applying for a job in YOUR company gets a really positive experience and impression of YOUR company?

How do you know that an under pressure recruiter, inundated with responses, waiting for feedback, isn’t going to use a throwaway comment to a candidate which can give a really poor impression of his client…which is you.

You may outsource to an RPO…but how often does an RPO get judged on candidate experience? Cost per hire…yes! Time to hire…yes! Routes to market…yes! ATS…yes! Promotion of employer brand…???

It’s your brand…be careful who you trust with it

Getting the best out of your people – It’s a Question Of Trust

When I wrote last week about looking at a different way of rewarding recruiters so that they focused energies not just on the deal but on developing deeper, collaborative relationships with clients, and on building and engaging with their candidate community – almost certainly 2 key objectives of the future recruiter (hey, did I miss a rhyming alternative blog name there??!) – I didn’t expect everyone to agree.

I got some encouraging comments on the blog, and by tweet and e-mail, and I did get the ‘so does that mean if candidates like you but you don’t bill any fees then you still get a bonus’ objection.

My reply to this was that if a consultant was delivering to their clients and candidates what they really wanted, then they would be billing…it was all a question of trusting your consultants.

Move forward to the weekend and I was involved in 2 particular conversations on twitter that bought home to me the question of trust.

Firstly a quite detailed debate (due to run and run) about Social Media strategy…who, if anyone, owns it, who controls it, and what policies/guidelines should companies create for its employees.

Now this topic has already been written about on many blogs, and debated at many conferences and unconferences, and will continue to be debated, and there is a great summary of the conversation on the unblog for the London Recruitment Unconference…there you will see me say “management need clear vision on SM for their business & then have to trust employees to be professional”

Some of you may follow Gareth Jones (@garelaos) on Twitter…he’s the director I report to and he has given me complete freedom over how I build my professional social media profile. He’s encouraged me to blog, and is happy that my blog and twitter feed are visible to all candidates and clients through my LinkedIn profile. I’ve offered him the chance to read my posts in advance…to approve or censor them if he wants…but he said no…just post it and get in the conversation. Clearly he trusts me…

The second conversation was about Power Naps, and how Power Naps Rule! Karla Porter sums it all up here in a great post, and it got me thinking…how many companies have a quiet room, or put aside space where employees could take a short Power Nap to keep them fresh for the rest of the day? How many businesses would TRUST their employees enough? It’s helped Presidents and Prime Ministers rule our countries, but would management allow it for their workforce?

It’s all a question of TRUST…if you want to get the best out of your people, trust them. Whether you’re looking for sales, trying to build a social media profile, or looking to get maximum performance…loosen the rules, guidelines, structures and KPIs…and trust your best people.

 

Incentivising Tomorrow’s Recruiters – its Feedback, not Fees

Historically we have always seen 3rd party recruitment as a sales business. We employ recruiters who are rewarded for their ability to open doors and sell to clients and to place as many people as they can…irrespective of how they do it, and of what experience they deliver to their clients and candidates.  

Social media is beginning to change that…whether on LinkedIn, Facebook or Twitter, recruiters now have a relationship with their candidates and clients which is both visible and transparent.

New articles and blogs appear on a daily basis foreseeing the end of traditional recruitment as we know it. Certain themes about the future landscape are showing through, with the clear messages that, post recession, there will be a need to develop deeper, more collaborative relationships with clients, and to pay more attention to building and engaging your candidate community, specifically the ‘Talent Puddle’, the top 10%, if you like, of that community.

Certainly the HR and Recruiting directors that I speak to (and as an HR recruiter I speak to a lot of them, as clients and candidates) are looking for something different from 3rd party recruiters in future.

 

How do you nurture your ’talent puddle’ if you’re only remunerated on placements?

Well, I don’t know about you guys, but I hate being sold to. If my career, and possibly the future income and stability of myself and my family, were at stake I know that I wouldn’t want to be sold to. Nor would I want think that the person who was advising and helping me was thinking of their bonus cheque and how I could add to it.

I would be much more comfortable, much more trusting, if I knew that their main motivation was in developing a long term relationship with me, and not how much they could make out of me.

 

Can you develop deep relationships with a bonus model based purely on rewarding sales?

And if I was a hiring manager, looking to build my team and fill some key positions, with a tight recruitment budget, and knowing that my neck was on the block if I screwed up in the hiring, well I wouldn’t want to be sold to either. Certainly I wouldn’t want to be relying on a recruiter who was only looking at how many fees they could get out of me.

I would certainly be much happier, much more trusting, if I knew that their main motivation, again, was in developing a long term relationship with me, and not how much they could make out of me.

 

How do you incentivise relationship building and service?

Difficult, isn’t it.

After spending many years as a 3rd party recruiter, including nearly 10 placing recruiters, I’m not sure that we’ve ever found a successful way of rewarding RELATIONSHIPS and SERVICE. We still look at volumes and values of placements, and usually still measure activity by volume. Great recruiters are defined by how much they bill, not by how valued their service is.

 

So how about using feedback as a measure?

Instead of paying your top recruiter by how many placements they make next quarter, try taking feedback from their candidates and clients on how they performed, and on what kind of service they provided? Did it meet or exceed expectation? And did they add real value to the process?

I think you may find surprising results.

Firstly from candidates and clients, who will now have some real input in what will become a true two way relationship, it will bring them closer and give them the opportunity to reflect and comment on your service in a transparent way.

And secondly from your recruiters, who will now be able to invest time and energy in really developing the service to their candidates and clients, taking time to nurture relationships, build their communities, find out what they really want, and create ways to deliver a real value added service. One that they can be proud of.

Who’s up for that challenge??