Photo by Nik MacMillan on Unsplash
As a recruiting firm we celebrate small wins.
A candidate expresses interest in the position, small win.
A first phone screen goes well, small win.
Moving to the face-to-face stage, small win.
The hiring company mutters the phrase, “we like this person,” small win.
However, one small win that almost always converts into a big win is the hiring company’s engagement in the recruiting process.
Oftentimes, companies will reach out with a need and we have to prioritize our workload based on engagement. If we feel (or if we have previous experience) this client is high engagement, we know our best results will come from this type of relationship. A small win.
What do I mean by “high engagement?”
This means that companies that are looking to fill positions play an active role in the process until the requisitions are filled with the right candidates. Furthermore, this means detailed feedback, phone screening, consistent communication, process reflection, and above all REAL COLLABORATION.
Whether it’s a weekly standing call or an expedited hiring process, we know that companies with high engagement have a higher chance of successfully filling positions. When hiring teams lapse in communication or don’t demand activity it’s a lose-lose scenario.
It can be tough working against deadlines in an industry that is heavily dependent on people’s interest. That being said, engagement in the process seems to lend control to such a labile process. When our clients ask more of us and are more engaged themselves, both parties win BIG.
While no one can control the outcome, it’s far better to be a part of the conversation. Engage in the process and BE ALL IN.
Written by: Rob Scherer, Vice President at Hunter Crown, LLC
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