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Why IT Recruiting is Not a Panacea

Oct 07 , 2015

Recruiters need specific information from companies to match talent with their open positions.

Successful recruiting requires certain things from the recruiter and certain things from the company seeking employees. Hiring a recruiter can be a great move for a company, but it doesn't work as well as it can without both sides doing their part.

Recruiting is a Partnership

If a company had the resources and manpower to make successful hires in a timely manner, it wouldn't need a recruiter. Conversely, recruiters also need input from the company to be able to recruit successfully for them.

The Role of the Company

The role of the company in recruiting is to give as much information about the job opening as possible. Here are some tips for how companies can set up recruiters for success:

--Make sure the job description is updated. You'd be surprised at how many companies post and give recruiters outdated job descriptions that are no longer accurate for what they need. For a candidate search to be successful, it needs to be based on an accurate description.

--Prioritize the necessary skills and traits for the position. Of course, everything listed in the description is important, but a prioritized list will help recruiters look for candidates who are most strong in the skills and traits ranked highest.

--Communicate the vision and culture of the company. Finding candidates that fit into the company culture and will buy into its vision can have just as much to do with the ultimate success of a candidate as skills, so companies will benefit from taking a little time to give this information to the recruiter.

Sharing information is key to recruiting.

The Role of the Recruiter

The role of the recruiter is to use their established talent pipeline to find good candidates for open positions. Here are some things the recruiter needs to do:

--Use the information provided by the company to identify candidates they have already built relationships with. Recruiters are constantly building relationships through social media, email marketing, and other methods. These relationships can help them identify which candidates would be best for the job.

--Use their established talent pipelines to find candidates who aren't actively looking for a new job. Currently employed workers are often some of the best candidates out there, but traditional job postings will never reach these candidates the way a recruiter can.

--Negotiate between the company and the talent for salary, benefits, etc. Recruiters can be effective go-betweens since they deal with both parties in the hiring situation.

Possible Recruiting Problems

Often, flawed communication leads to less than effective recruiting. Inaccurate job descriptions or an inadequate talent pipeline often leads to choosing candidates that aren't a good fit or leaving a position unfilled for a lengthy period. Another problem can occur when companies seek to fill skill-specific positions rather than getting the best general talent out there and teaching them the skills they need.

Although recruiters are not perfect by any means, they represent definite strengths compared to company-only methods of filling positions. Having realistic expectations and making sure the company does their part will help recruiters be more successful in finding the best candidates for each job. GDH Consulting matches talent with open positions using our talent network and other effective techniques.