I’m sure you’ve experienced this, right? When you receive job alerts or a recruiter reaches out about a position completely unrelated to what you do. Well, these are only a couple of telltale signs of ineffective recruiters. In a market that has become increasingly saturated, it’s critical to understand the difference between great recruiters and the ones that have “no game.”
Here are the top 5 Mistakes recruiters and HR professionals make in a market where there is a huge shortage of talent.
They don’t really understand the job requirements properly.
This is a very common mistake that recruiters with no game make. Rather than understanding the job requirements and needs of the hiring manager, they rely heavily on buzzwords and their industry knowledge. What ends up happening is the recruiter brings in candidates that have no “sizzle.”
Post and Pray
If your recruiter is telling you that they just aren’t getting any active candidates, then they have no game. Chances are they just posted a job and are hoping that the best candidates are coming to them. In today’s competitive job market, every recruiter knows they need to be actively seeking out candidates, even if they already have jobs.
They don’t know how to pitch their jobs or company in an exciting manner.
The best candidates choose companies that excite them. So, if your recruiter has no idea how to pitch your company or the job in an exciting way, then you have a problem.
They don’t build relationships. No ongoing pipeline to pull from.
Recruiting is a relationship building function. The best recruiters know how to build ongoing relationships with top candidates so that they can always call on them when a position arises. The worst recruiters… well, they don’t follow up with candidates and treat them like resumes, not people.
They don’t know how to sell.
What makes your job special? Why should they be excited about your company? What makes the team amazing? What separates this position from the hundreds of others that are getting thrown in their faces? If your recruiter is a great salesperson he’ll be able to answer these questions and use them to draw in great job candidates.
SkillGigs offers a tech talent marketplace where you can quickly find active job seekers and gain access to a pipeline of candidates custom sourced for your roles. It’s the fastest and easiest way to make a hire and is built for both in-house recruiters and hiring managers. If you don’t want to deal with finding the right recruiting agency, then we recommend taking a look at SkillGigs and seeing the talent that matches your job requirements. It’s free to get started and can help you bypass the time you waste doing the dance with contract recruiters and agencies.
Founder and CEO of SkillGigs
A consummate innovator, Kashif is the brains behind SkillGigs. Kashif caught the entrepreneurial bug at age 10 while visiting his father’s manufacturing facility. He developed a love for programming after writing his first lines of code at age 11 and founded his first company, an IT consulting firm at age 25 which he bootstrapped to profitability within its first year. After exiting that venture, he started three additional companies, IQTech Pros, the world’s largest full service IT integration network with over 30,000 members, NursesPro, a travel nurse staffing company servicing some of the largest hospital systems in the US and TAMH a holding and investment company which he took public in the UK. Beyond growth hacking his way to success, Kashif enjoys traveling the world and is an acclaimed songwriter.
Thanks for visiting the SkillGigs Facebook page! By using or accessing our Facebook page, you agree to comply with Facebook's Statement of Rights and Responsibilities. As always, the content posted by fans of SkillGigs' Facebook page does not reflect SkillGigs' views or opinions. Just because you see content from other fans of SkillGigs does not mean SkillGigs confirms the accuracy that content.
Our hope is that your experience on our Facebook page is just as awesome as your SkillGigs experience on our website. That’s why we’re asking all of our fans to follow a few guidelines to help maintain this standard. Please do not post content that:
is fraudulent, deceptive or misleading;
is threatening, abusive, defamatory, obscene, indecent or objectionable;
violates any law or regulation;
violates the intellectual property rights of another;
is hateful or otherwise targets race, religion, political beliefs, ethnicity, gender, sex, or nationality;
is spamming (including link baiting) or commercial in nature; or
is otherwise offensive.
We reserve the right to remove any posts that violate these guidelines or that we otherwise determine are not appropriate. By posting content on our page, you hereby grant to SkillGigs a worldwide, royalty-free license to use and fully exploit the content in any manner or media, forever, without any obligation to you. This includes the right to use any ideas you submit (including ideas about our products or advertising campaigns) in any manner that we choose, without any obligation to you.
https://buff.ly/2uYBLup Candidates are typically on their best behavior during interviews. Check out this Society of Human Resource Management article where Dr. John Sullivan does a great job of explaining methods for catching candidates when they aren't being their authentic selves - even in an interviewing atmosphere.
Employers or hiring managers, you may know to make a good first impression with potential #talent by sharing the company benefits & activities, but how do you get them excited for the actual job? As we are in #tech, we are passionate about providing innovation junkies. Check out a few of my methods for charging up the talent. #hackathons
Our tool offers candidates with all kinds of job type preferences. We know startups need to grow and the need to grow fast. Check out George Deeb's advice on when to hire #employees, #contractors or crowdsources for your #startup.
Lesson #30: When to Hire Employees vs. Contractors vs. Crowdsources
Now, when is it best to use employees vs. contractors vs. crowdsources? The answer typically comes down to: (i) is the position long term in nature, or temporary; and (ii) does the complexity of the work require onsite management or not.