How to separate the wheat from the chaff
Greg Wyatt • Sep 08, 2021
If you need to find a new recruitment supplier for a problem vacancy, it can be challenging to pick apart the invariably similar marketing messages to find the substance you need.
You know what I mean – websites that focus on treating candidates like people, disrupting the industry, bringing values back to recruitment.
Yet, often don’t reflect the behaviours of the business at hand.
How can you be expected to know what you’re going to get, if you can’t rely on the words in front of you?
The good news is that how we do anything is how we do everything, so you can look for the proof of our actions.
𝗜𝗻𝘀𝗶𝗴𝗵𝘁, 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 and, yes, 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲.
You can see our insight from the questions we ask, how we interpret your requirements to the market, how we challenge you to make constructive change.
If you’ve ever thought – Wow what a great question – chances are that’s an equally good recruiter.
That insight will carry through to how we access the market, how we engage candidates, how we qualify them and represent all interests.
Conversely, a copypasta approach to adverts and their work, shows poor insight.
Behaviour is seen across everything we do. From LinkedIn content, to how we respond to problems and our accountability.
Always check out the comments section on a recruiter’s post if you want the truth of their character.
Candidate experience – if you don’t know why candidate experience matters for critical roles, then the problem lies closer to home.
If you understand its benefits, start by asking what your candidates think of their agencies.
You’ll see how good we are quick enough.
Don’t rely on our words – look at what’s in front of you.
Negotiate this, pt 6
Negotiate this, pt 5
