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News/Press Releases

19.06.2009

In house recruiter makes recommendations to recruitment consultants

recruitment training in candidate markeing would help consultants

There is still work around for agency recruiters, but the scatter-gun approach being used by many is a turn-off and does the industry a disservice, says an in-house recruitment manager.

The manager, who moved to an in-house role last year after a long career in construction and as a recruitment provider to that industry, says he's "not at all averse to using agency recruiters" to fill his open roles.

He receives at least five calls from recruiters every day (recently hitting a record-high 19) and takes them all because, "I don't want to be rude to anyone. I've sat in their chair; it's hard."

The problem, he says, is that none of the approaches is impressive.

Lack of industry knowledge is the main barrier to giving the recruiters work. The manager says recruitment training - if it is being provided - seems to be solely focused on the recruitment process and not enough attention is paid to the need for industry knowledge.

Even recruiters with three or four years' experience often don't understand "who reports to who", so they should talk to the companies they have good relationships with and get properly briefed on the hierarchy of their client's organisation - and what their key roles entail.

Another reason recruiters' cold calls might be failing to win business is that they often float candidates who aren't currently working or have poor work histories, the manager says.

When all the candidates put forward in this way are unemployed it gives the impression that recruiters aren't networking or building relationships with top talent, he says.

"There's no selling of roles - you've put an ad on and sent me the responses. I can do that. I don't feel like that's consulting."

Candidates whose work histories need to be "explained" over the phone aren't the ones that make employers sit up and take notice, the manager says. "If someone's moved five times in five years... there's always a reason for that."

The relative inexperience of the recruiters making these approaches - the manager says six-to-nine months' experience is about average - might explain their unsuccessful tactics, he says, and indicates that not enough training is given to new starters in the industry.

He says recruiters should definitely be trained not to float candidates by email without first trying to engage a prospective client.

Some recruiters, upon seeing a job posting, email across a resume and attach their fees, he says. "They haven't engaged me in any way, and [the candidate] will apply to my ad anyway, 90 per cent of the time.

"There's definitely room for contact, but contact me for a reason. Tell me if you've got a good candidate, but have a good one. I always say good candidates will open up any door."

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