How to use your recruitment provider to make better hiring decisions
Good hires aren’t always easy to come by. For that reason, many businesses use recruiters to find good hires – whether that’s for a single requirement or by fully outsourcing the process to a recruitment supplier.
It’s important to understand that recruitment is more than simply stumbling across a great candidate though. Good recruitment takes time – it requires market intelligence, expansive candidate networks and the skills and experience to unearth passive talent.
So, if you’re only using your recruiter to make transactional placements, you’re only accessing half their value. Here’s what you can do to maximise your money.
In a high-demand market like technology, no company can afford to operate in a bubble. Keeping abreast of competitor activity, vacancies, and benefits packages helps businesses to retain a competitive edge in the war for talent. Who else would have ready access to this sort of insight than a recruiter who is familiar with the market and its movements?
Recruiters regularly network with candidates from different companies, and so have an unrivalled understanding of different organisations – their plus points and their pitfalls. While recruiters can never reveal strictly confidential client information, they can give you some steer into what competitors are doing and how you can stand out from the crowd.
Recruiters will naturally speak to candidates from different walks of like, so will quickly learn deeper industry trends. For example, they may learn which tech stacks are becoming more popular, changing priorities for candidates on the job hunt, and how external factors – such as IR35 – are impacting candidates.
This can help businesses to plan accordingly and explore shifts in the market. This insight also helps to identify how readily available candidates are in the market, and how attractive a client opportunity will be for them. Understanding where candidates are scarce, the reasons for this, and potential solutions will lead to better hires in shorter timeframes.
Nowadays, most workforces are made up of multiple different worker types. Knowing when to use each model to get the best results, however, can be complicated. For example, when is it appropriate to deploy a Statement of Work model? Does this role require a consultant, or is it a longer-term, permanent position? Should you be upskilling your existing workforce or investing in early talent recruitment to futureproof your business?
While not all recruitment providers can address these questions, full recruitment life cycle providers like Lorien can. Accessing this expertise can help you to protect your business by thinking ahead and making more informed decisions.
Rethink candidate attraction
Recruiters attract candidates in lots of different ways beyond scanning job boards. How in-depth a job your recruiter does can depend on the level of detail provided. If you simply provide a job description with no additional detail, the match-up may be just as superficial. Instead, take the time to explain precisely what you’re looking for beyond skills and experience – the candidate’s personality, their motivations, how they will fit in with your culture, for example. Then discuss with your recruiter the best way to find the candidates that meet this description.
A recruiter can use their competitor research, market insight, and holistic expertise to give you guidance about the most effective approach to find this talent. Maybe, that’s expanding your brand presence through networking events to increase referral capability and widen the talent pool. Maybe, that’s improving candidate quality by using neuroscience-based assessments. Or maybe, that’s using different tools - such as artificial intelligence - to identify candidates that may not be visible on the open market. Candidate attraction can be as straightforward or as sophisticated as needed. But to get the most tailored approach, it’s best to be honest about what you’re looking for and where your priorities lie. Recruiters can do the rest.
If you prefer to keep your recruitment interactions straightforward – requirement, screen, interview, hire – there’s nothing wrong with that. Hiring managers are busy people and sometimes simply being able to hire a great candidate with no questions asked is the easiest way. However, it’s important to understand that if you use recruiters as simply middlemen, you could be missing out on game-changing information.
So, if you have the desire to plan ahead and make better long-term hiring decisions, turn the tables. Instead of giving out requirements, make requests. Dig a little deeper and ask your recruiters to give you valuable insight and advice on your processes and your position in the market. You can pay for a bum on a seat, or you can pay for expertise.
Learn more about Lorien’s recruitment solutions.
Our Insights | News, Events, and Case Studies
Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights.
Lorien wins SIA award for Best Staffing Firm to work for
Lorien, which is part of the Impellam Group, was awarded the accolade for staffing firms with 51-200 employees. The SIA Best Staffing Firm awards recognize those recruitment businesses that put their people first and foster a strong development culture.
Hiring Solutions for the Travel and Hospitality from a Lorien Solutions Manager
Lorien staffing and recruiting leaders are building world-class IT talent communities for our clients — by attracting GDS, Program and Product Management, Data, Software Engineering, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche and developing markets.
Every permanent placement can make a lasting difference
At Lorien, powered by Impellam Group, we believe in the power of work. It should have a purpose and make a difference. Through the power of work, we build better businesses and help people lead more fulfilling lives. This is more true than ever as we invite you to make a lasting impact with this opportunity.
How lockdown will accelerate adoption of 5G and edge computing
The Covid-19 pandemic has shown how the telecommunications industry can withstand monumental change. This is a significant milestone for telecommunications, firstly in gaining consumer trust and secondly to gear up for the rollout of 5G and edge computing - the need for which will be more apparent today than ever before.
Lorien unveils inaugural North America tech salary and trends report
Global technology, digital and professional talent solutions specialist Lorien, powered by Impellam Group, has unveiled its inaugural 2023 Technology and Digital Salary Survey report, marking a significant milestone in its commitment to delivering value insights to the tech industry.
Pioneering Military AI Career Pathways in the Age of Intelligence
In our ever-evolving world, innovation is more than just a buzzword—it's a force that reshapes industries, transforms businesses, and fuels the way forward. Recently, we embarked on an exciting journey into AI careers and military veteran hiring in our Lorien Live webinar, “Championing AI Careers: Pioneering Military Pathways in the Age of Intelligence.”
When did you last audit your candidate experience?
Candidates are in the driver’s seat, and they know it. Companies know it too. But not all are making the necessary adjustments to attract and nurture top talent. In particular, there remains a disconnect between what job seekers expect from the hiring process and what employers are able to deliver.