It\u2019s a relationship fraught with angst, frustration and grief, far too often, when in reality it needs to come down to active collaboration: Hiring Managers and Recruitment Agencies need to heed some important points for managing the relationship between them, before working together to achieve their goal. Net Recruit can\u2019t stress this enough \u2013 when it comes to a successful recruitment partnership, effective communication is everything.<\/p>\n
The nature of the beast is often such that the Hiring Manager didn\u2019t get to pick and choose when they had to take up the gauntlet of recruitment once more. To them recruitment is an evil that interferes with the real business of getting on with their job. The result is that it\u2019s all too easy for them to contact a Recruitment Agency flying by the seat of their pants, desperate to pass the buck as quickly as possible.<\/p>\n
Unfortunately, there are far too many Recruitment Agents out there willing to take the task, get a signature on the dotted line, and run with it. This is instead of using their skills to guide the Hiring Manager in to an understanding that they need to put in a little time and effort at this stage, in order to pay dividends (in terms of both time and money) in the long run.<\/p>\n
The first contact between Hiring Manager and Recruitment Agent needs time. For the Hiring Manager they need to understand that whilst this isn\u2019t the most desirable element of their job, it is an important one, and they must approach it as the essential task it is. For the Recruitment Agent they need to use this first round of communication as a chance to set expectations, and truly get to know and understand the needs and requirements. This is the time to dedicate to drafting an organised, specific, brief.<\/p>\n
Recruiters live and breathe recruitment. It\u2019s all too easy to get lost in the jargon of the industry without taking the time to understand the language of the industry you\u2019re recruiting for. The onus is on the Recruitment Agency here: get to know and understand the industry you are recruiting for as if it is your own. Then remove your Recruiter\u2019s Jargon, and communicate on the same page. If it\u2019s a seismic oil-exploration industry that is used to boats – and therefore calls it\u2019s office-based teams \u2018Crews\u2019 \u2013 you do the same. If they are a theme park who call all their staff \u2018Cast Members\u2019 \u2013 you do the same. Remember as a Recruiter, you know your industry inside out, and the Hiring Manager knows theirs. But this is largely a one-way street, and the role of the Recruitment Agent to get on board with the right lingo.<\/p>\n
On both sides, Recruitment Agents and Hiring Managers need to say what they mean and mean what they say. Stick to your word. If you say you\u2019ll get back to the other side on Monday morning, you get back to them on Monday morning. Don\u2019t make false promises that you can\u2019t keep. For the Recruitment Agent this means don\u2019t be unrealistic about the candidates you\u2019ve got coming in, and for Hiring Managers this means not simply saying what the Recruitment Agent wants to hear to get them off your back. Remember, this is a collaboration, you\u2019re both on the same side.<\/p>\n
Don\u2019t simply sit back and wait for the best to come to you. Whilst your Recruitment Agent is employed to fill your vacancy, they can\u2019t do it in the dark. If you want the best then you are going to have to be proactive in this partnership, and not simply reactive and always caught on the back foot. Say when is a good time to dedicate to the task, and then make yourself available. Importantly, for key elements of the process that rely on you, don\u2019t become a bottleneck and your own worst enemy.<\/p>\n