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            What Makes a Good Recruiter?

            15th January 2016

            Senior Recruiter Danielle Thomas delves beneath the qualifications to explore the real people differentiators

            people

            The old adage that there is no substitute for hard work certainly applies to recruiting for the technical and engineering markets. The challenge is to break through the smokescreen of technical qualifications and get to the cultural fit –and beyond that to the compatibility with the line manager and the team.

            I’m not suggesting that the technical qualifications and experience aren’t relevant – of course they are. But making a selection purely on these criteria will not usually get the best long-term results. You might wonder why I can make this claim, but the reality is that some companies come to us after attempting to select purely on tangible criteria. And that’s where the hard work starts for us.

            Knowing me, knowing you

            The key to good recruitment is spending time getting to know the company that you are recruiting for. Many recruitment agencies simply won’t invest the time in this exercise because they want to move on to the next project. However, the truth is that if a recruitment consultancy has the right values it will be looking for long-term clients and therefore be prepared to spend speculative time getting to know them.

            This can involve meetings with the line manager or director, a site tour, meeting with colleagues – all of which can paint a picture of the dynamics of the team and the candidate personality fit that would be appropriate. The most successful way to do this is by work-shadowing. I did this recently whilst recruiting for senior sales and technical roles in a company. Spending two days onsite with the line managers allowed me to get a feel for the sort of the sort of candidate that would be the best fit.

            What to look out for when matching people

            • Personality and style of the Line Manager
            • How do they interact with their team and other people?
            • Personalities within the team – what will fit and what won’t?
            • Possible Candidate character types – strong/direct or amiable (a possible hearts & minds winner)?
            • What is the organisational culture like? What type of candidate would suit this?

            There is a real two way benefit to carrying out this type of exercise – whether on a smaller scale or via the full work-shadow. Not only does it mean that you will be putting forward the most suitable candidates but it also allows you to attract them and prepare them better as well. Given that many candidates may already be employed and not necessarily looking to move, first-hand knowledge about the company is more likely to capture that person’s attention and get them to a meeting.

            Should matters progress as far as interview, a recruiter who has work-shadowed is well-prepared to brief the candidate on the interview style and personality of the person who will be on the other side of the table.

            It’s about time

            Investment of time is a hard decision for many business owners. After all, “time is money”. But time invested wisely will foster relationships that can last for years and pay exponential dividends. So if you’re looking for an excellent recruiter, look for someone who’ll really take the time.

            For more help and advice on technical recruitment please contact me: Danielle.Thomas@linearesourcing.co.uk

            Posted by Danielle Thomas

            Recruitment Manager at Linea Resourcing

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