Hiring? Using Recruiters? 3 Things You Can Do to Get Better Results

Hiring? Using Recruiters? 3 Things You Can Do to Get Better Results

By Jeff Altman, The Big Game Hunter
In good times or bad, if you are hiring and using recruiting firms, you want them to deliver results to you quickly. Here are 3 things you can do to help them deliver results FAST.

00:00 Introduction
01:16 Provide clarity
02:08 Provide timely feedback
02:53 Pull gthe trigger
04:06 Outro

If you’re hiring, and using recruiters as part of your process, I want to talk with you about three things you can be doing to improve the results that you get from them and fill jobs faster.

4 Questions You Should Ask Instead of Tell Me About Yourself

I’m Jeff Altman, The Big Game Hunter. People hire me for no BS coaching and career advice globally, because I make things easier for people with regard to job search, hiring, managing and leading better, dealing with workplace issues and so much more.

Liz Carey, who works for NPA Worldwide wrote an article that I saw on LinkedIn. NPA Worldwide is the oldest recruiter network in the world. It’s headquartered in the US and has members throughout Europe, Asia, Australia, Africa and the Americas. And in writing this article, she was speaking to recruiters and what they should be asking clients for. But the truth is three of the five things she writes about are really about how an employer can get better results from them that really don’t take much time.

And the first thing is clarity. Just giving a recruiter a link to a job description online isn’t really enough. You need to give key information just as you when you expect them to provide you with candidates. If they give vague parameters, it wastes your time and you’re left guessing what exact skills and personality traits the  person has, I should say, and you want to be clear about what it is that you expect them to deliver to you, including personality types. You can go so far as to give them a resume you qualified– no name, of course. And, you know, if they work for your firm, which is perfectly valid, just block out certain things about their background, that you wouldn’t want them to know.

Secondly, timely feedback. You should be quick to respond and provide feedback about people that they submit. When they provide a candidate to you that isn’t a perfect fit, let them know why. The goal for them is to understand why their candidate missed the mark and go from there.

Now, if you just say no interest, what do they learn from this? If you tell them, I told you that that we needed someone who had this and I’m not seeing that in the background, well, number one is you’re learning something about them. And number two, you’re being clear on your side. And if they keep doing this kind of stuff, you can eliminate them from the vendor list.

Third, you have to be prepared to pull the trigger. Firms that change their mind and can’t make a decision. need to understand that you’re going to lose people that really are qualified to do this job, because you’re afraid to pull the trigger. Now I’ll go so far as afraid to interview sometimes.

I remember a story from years back when I was recruiting for a bank in New York that consider themselves prestigious. And they waited three months to ask to interview someone. And I said they’ve taken another position. And they seemed indignant. “What do you mean? They took another position! We want to talk to them.

“Yes, but you waited a quarter of a year to make that request and once they decided to look at other things, they started looking at other things. Be prepared to take action when a hiring manager finds someone who’s actually qualified and don’t just simply go, “Well, I’d like to see more people.”

“Well, what is it about this person that you’re reluctant to pull the trigger on,” gives them information that allows them to fill this job for you.

So I hope you found this helpful. I’m Jeff Altman. My website is TheBigGameHunter.us. Go to the blog and go exploring. There’s just gonna be a lot there to help you. In addition, you can schedule time for a free discovery call or introductory session with me. This isn’t about recruiting. I don’t do recruiting. I haven’t for more than six years now. I coach organizations and help them be more effective with their hiring amongst other things.

Lastly, connect with me on Linkedin at linkedin.com/in/TheBigGameHunter. Have a terrific day and, most importantly, be great!

The First Question You Need to Practice Asking

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

People hire Jeff Altman, The Big Game Hunter to provide No BS Career Advice globally because he makes many things in peoples’ career easier. Those things

can involve job search, hiring more effectively, managing and leading better, career transition, as well as advice about resolving workplace issues. 

Schedule a discovery call at my website, www.TheBigGameHunter.us

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2600 episodes.

Website: https://www.TheBigGameHunter.us (schedule a paid coaching session, a free discovery call or ask questions using my Trusted Adviser Services)

LinkedIn: https://www.linkedin.com/in/TheBigGameHunter

Courses: https://www.TheBigGameHunter.us/courses

Main YouTube: https://www.youtube.com/@jobsearchtv 

No BS Job Search Advice Radio Podcast: https://anchor.fm/nobsjobsearchadviceradio

Video Podcast of No BS Job Search Advice Radio: Spotify 

Twitter: http://twitter.com/jeffaltmancoach

Medium: jeffaltmancoach.medium.com

Resume & LinkedIn Profile critiques www.TheBigGameHunter.us/critiques

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