Who’s doing your Recruitment?

The importance of knowing who represents your brand.

When it comes to hiring the right talent for your business, how you structure your recruitment process plays a crucial role.

The way your company is represented to potential candidates can influence not only their decision to apply but also their perception of your organisation.

As an employer, you need to ensure that the recruitment professionals you’re working with can accurately reflect your brand, values, and the specific needs of the role you’re hiring for.

But how do you know who’s really doing your recruitment?

Is it a polished recruitment sales professional delivering a convincing pitch, or a skilled recruiter with deep industry knowledge and experience?

This distinction is vital because the person who communicates with your candidates has a direct impact on your employer brand and the candidate experience.

Here’s why understanding who’s behind your recruitment matters.

The Recruitment Process and Its Impact on Your Brand

From the first interaction, candidates form an impression of your company based on their experience with your recruitment process.

A well-handled recruitment experience makes a positive first impression, builds trust, and encourages top talent to consider your organisation.

On the other hand, a poor experience, especially due to miscommunication or a lack of role knowledge, can deter talented candidates and negatively affect your employer brand.

Your recruitment team (in-house or external) is the face of your business to potential hires.

If they lack knowledge about the role or the company culture, it can be difficult to convince candidates that your business is a place worth joining. 

A skilled recruiter, however, can effectively communicate your company’s values, mission, and the benefits of the role, all while making candidates feel valued and respected.

The Difference Between a Recruitment Sales Professional and a Skilled Recruiter

When engaging with an external recruitment company, it’s essential to understand the difference between a polished sales professional and a true recruitment expert.

Recruitment Sales Professionals: These individuals are often very adept at pitching for your vacancy, selling their company, and convincing you that they have the best candidates for the role.

They are skilled at securing clients and closing deals but may lack the technical expertise or experience necessary to properly assess candidates for the specific needs of your business.

They might even hand the role off to someone else after securing the instruction, often without the level of understanding needed to represent your company effectively.

Skilled Recruiters: On the other hand, skilled recruiters have in-depth knowledge of the industry, the roles they’re hiring for, and the candidate market.

They understand the nuances of the job description, the skills required, and how to match candidates not only with the role but also with your company culture.

Skilled recruiters will guide you through the process from start to finish, ensuring the candidates they present are thoroughly vetted and aligned with your needs.

The Risks of Not Knowing Who’s Actually Doing Your Recruitment

If you engage a recruitment company without fully understanding who’s handling your role, you may be exposing yourself to several risks:

Pitch vs Reality: The recruitment sales pitch might sound perfect, but the reality of who is handling the day-to-day recruitment might fall short.

If the person taking over the role lacks the required expertise, it could lead to poorly sourced candidates, delays in the hiring process, or missed opportunities for the right hires.

Lack of Industry Knowledge: A recruiter who is unfamiliar with the specific demands of your industry or the role you’re hiring for can struggle to properly assess candidates.

Without this understanding, they may present candidates who are not a good fit or fail to ask the right questions during interviews.

Impact on Candidate Experience: The recruitment experience is often a candidate’s first interaction with your company.

If candidates are speaking with someone who doesn’t fully understand the role or the company, it can lead to confusion, frustration, and a negative perception of your organisation.

In a competitive job market, a poor experience can lead to losing top candidates.

How to Ensure You’re Working with the Right Recruiter

So, how can you make sure you’re working with the right recruiter?

Here are some practical steps to take when engaging a recruitment company:

Ask the Right Questions: When discussing your recruitment needs, ask specific questions to gauge the experience and expertise of the recruiter.   

Some questions to consider include: 

What experience do you have recruiting for roles in our industry or at this level? This helps you understand their familiarity with your sector and the quality of candidates they can source.

What is your approach to sourcing and attracting top talent? This gives insight into their recruitment strategies, whether they rely on active searches, passive candidate engagement, or a mix of both.

Who will be our main point of contact throughout the recruitment process? Knowing who manages your role helps establish clear communication and accountability from the start.

Request to Meet the Team: Don’t hesitate to ask for a meeting with the recruiter who will be handling your role.

It’s important to ensure they understand your company’s values, mission, and the specific needs of the position.

This meeting will give you a sense of their knowledge and approach.

Look for Specialist, Owner-Operated Recruitment Firms

One of the best ways to ensure you’re working with skilled recruiters is to engage with owner-operated boutique recruitment companies.

These smaller firms often have highly experienced recruiters who have a deep understanding of the industry and the roles they’re hiring for.

They also tend to be more hands-on and personalised in their approach, making sure that every candidate is vetted properly and that your employer brand is accurately represented.

In contrast, larger recruitment agencies may have high turnover rates or hand roles over to less experienced staff members.

While they may have the resources to manage a high volume of clients, they often lack the depth of expertise and personal attention that a boutique firm can provide.

Conclusion

The quality of the recruitment professionals you work with is crucial to your hiring success.

By understanding who is doing your recruitment, you can ensure that your employer brand is represented accurately and that your candidates have a positive experience throughout the hiring process.

Taking the time to work with a skilled recruiter, whether that’s from a boutique recruitment firm or an experienced in-house team, will pay off in the long run, ensuring you attract and retain the best talent for your business.

Don’t be afraid to ask the tough questions and make sure you fully understand the experience of the recruiter managing your hiring needs.

After all, your recruitment process is a direct reflection of your company.

Ensure you have the right people behind it!