Recruitment is an interesting business and I honestly think one of the few modern business areas that can have such a dramatic impact on the success of a business. As a topic, it is one I could write and debate about for way too long. However this week for the Eden Ritchie Recruitment blog I wanted to focus on just a small part of this idea.
As a recruiter I have often been faced with the dilemma of am I just filling the role or am I finding the right candidate for the role and organisation. Sometimes this is driven by the client themselves with their need to just have a ‘bum on seat’, a topic that really deserves a whole blog to itself. The other part of the dilemma is finding the right candidate and what do they look like?
An article I recently read really hit home on this topic and I thought I would give my spin on it all, check out the story here – http://www.fordyceletter.com/2013/04/25/30-client-questions-that-will-save-you-time-and-make-you-money/
The articles lead idea matches my thoughts exactly – preparation is the key to not only understanding what the ideal candidate looks like but also developing the ‘business partner’ relationship with the client.
I realise in our industry time is a massive factor in how we do our job, and I know this can be an issue, however I think there is always time to make a plan of attack before we run that magical search.
My ideal way to find out what a client wants in a candidate is, at the basic level asks these key questions. From the clients response to these questions I will drill down my search criteria.
The candidate profile questions:
- Why is the position vacant,
- When do you need someone,
- How does the role impact on you and/or the business,
- Forget the position description, what are YOU looking for,
- What makes this role attractive to people in this field,
- What does success look like for this person,
- Is there any absolute or mandatory requirements,
- What is on offer,
- When are you free to interview and can we lock it in now.
I would love to hear your thoughts on the questions you ask to find out what a client really wants in a candidate and if you have found this useful.