Why good recruiters
Are few and far
Like any service industry, experiences aren’t always going to be of five-star quality. But you have to admit, recruitment gets a particularly bad rep.
- Technology has taken the human part out of recruitment. Now recruiters survive by finding people using just keywords, meaning they don’t need fully understand the skill-sets they recruit for. Part of a great experience is working with someone who knows what you do day to day!
- When hiring recruiters, it’s rarely a requirement that they’re passionate about their market.
- They are being targeted to only hit KPI’s around output as opposed to their success ratios, encouraging quantity over quality.
- Uncovering human motivation requires impressive listening skills and the ability to probe with the right questions. Recruiters often miss an important step of uncovering a candidates goals and career aspirations, as they are simply trying to fill a role or hit certain KPI’s.
So, how do we combat this?
Each of our consultants specialise in just one individual skillset: Product, Engineering, Design or Data. They know their markets inside and out, meaning less time wasting for everyone involved.
No nonsense. No generalists.
Just good recruiters working together, not against each other, to build the core pillars of digital businesses.
2. Passionate people
It’s important to not only just hire staff that are aligned to your company values, add to the culture but also have an interest in the markets in which they will be recruiting for.
Community events are a huge part of working here so it’s important those that we hire enjoy learning about their skill-set in order to continuously develop their market knowledge.
3. Service-based KPI’s
Target on CV to first interview. It’s not just about the number of people you put forward to an assignment, it’s about the quality. Hiring managers have already got a job to do and we aim to save them time.
By specialising and learning from our respective communities we’re able to build our knowledge and qualify whether the people that we speak to are right for the assignments we have, meaning fewer interviews to find your match.
4. Motivation training
As part of our training, consultants learn to help uncover people’s motivations and understand our career coaching framework. This not only helps us add value to the conversation we have with our market, but it enables us to find the right match with what our candidate’s want.
Initial calls should never be about shoving a job down someone’s throat, it should be about understanding where they want to be in 5-10 years down the line and then working backwards to make sure the next move helps them move closer towards that goal.