Volume 12
Employment Essentials Volume 12: How can your Internal TA team leverage your external recruitment vendors for maximum output?
Ring Ring! Its your friendly neighborhood FLAG Sales Manager, calling about your open requisitions and the matching talent we have available.
What’s that? You already have your internal Talent Acquisition team? That’s fantastic!
But why would a Staffing professional think so?
Today’s Masterclass sheds light on the dynamics between staffing vendors and internal TA teams and answers the question, “Can two different recruiting teams work together?” Staffing for company’s is not a mutually exclusive task only one team can tackle. Both can be true at the same time, ultimately for the benefit of the operation.
First, why would it even make sense to partner with a vendor, after investing in a team? We hear you. Traditionally, the staffing portion of the operation has usually been delegated to the HR personnel as another “hat to wear”.
The reality is that staffing is just as important in the supply chain process as any other department at your company. Whether working with outside vendors or not, if your operation is consistently hiring for multiple roles across multiple departments, a recruiting professional is ideal to manage the workflow of sourcing, screening, and onboarding, all with the culture in mind.
Recruiting is labor intensive and demands high levels of attention. Without dedicated personnel, you run the risk of not allocating enough resources to generate a pipeline, water down your screening standards, increased scheduling conflicts, among other items.
Many a times, internal recruiters are also bogged down with additional company tasks and responsibilities or given specific requisitions to work on, negating other requisitions.
Now, with the proper support of your staffing vendors, how can you best leverage the extra help?
Volume:
One of the advantages of working with a well-equipped staffing service is tapping into their recruitment power! While having your own recruiters is great, they have only so many hours to make a dent, coupled with other day-to-day tasks that take away from their precious phone time! Now imagine an office full of recruiters, with nothing to do, but source, screen, and call, just for you! This allows you to generate a larger pipeline of viable candidates that are actively in the market, giving you real time options.Tough to fill roles:
The “infamous purple squirrel”, or was it a unicorn? Either way, at times your operation might have a niche role to fill that is in high demand and difficult to find. What about your other open positions? While you cant fight two battle at the same time, you can use your partners with a specialty in that field to divide and conquer. Your internal recruiters will not be able to handle all requisitions alone, so identifying there strengths is key. In the rare event you find yourself looking for that special superstar, allow your vendors to lend a helping hand and tap into their extra platforms, recruiters, and networks.Industry specialists:
As you may already know, not every staffing & recruiting service is built the same. You will either end up with a generalist or a specialist. While a generalist may sound more appealing, or even cost affordable, consider the return on your investment. Just as much as your company specializes in a particular industry or business segment, so too should your recruiting power. In the employment space, the demand is usually higher than the supply. With the supply being candidates, it makes a world of a difference to work with a recruiter that understands the skillsets, pay ranges, recruiting sources, and negotiations for that particular position or industry.
All in all, working with the right recruiting partner is an resource youd rather have and not need than need and not have.
What about cost? While there is no one size fits all formula, we propose you consider the following:
Opportunity cost:
What does it cost not having the vacancy filled? Is that work now offloaded onto someone else, or just not being done? How much work was lost in that time? This could result in loss of productivity in terms of units, sales, accounts, etc. Yes, Staffing is an expense, yet that expense can also pay for its seat, and generate productivity for the organization.Bad Hires:
In today’s market, adaptability is the name of the game. That includes your workforce. How fast your company makes the necessary changes can determine if you hit your goals or not. Being able to hire a better hire quickly puts you in a good position to resume business as usual and mitigate any lost revenue.Lost business:
There are two schools of thought. Save, and hope for the best, or invest, and build your nest! While there is a cost of doing business with recruiting partners, the bigger takeaway is that by having a fully staffed team with the right individuals is the biggest cost savings position you could put yourself in.
FLAG has positioned itself as the vendor of choice for a multitude of now happy clients who put their company’s success into their hands. Take your team to that next level and see how FLAG makes the difference.
Employee Insights Volume 12: Follow up and Feedback
When in the job hunt, theirs no time to mess around. If you are serious about getting back to work, this process should wrap up within days, at most weeks, given todays high demand for talent. While the market may be “HOT” as they say, it doesn’t mean you’re going to go 1 for 1 at times, which is why its so important to know how to properly follow up and get feedback.
An effective follow up demonstrates your interest in the position and shows you are proactive and committed. Employers interview many people and this helps you stay on their radar. The follow up may even be one of the deciding factors that sets you apart! And why not give that employer a little reminder of al your strengths?
Your ability to adapt and make the changes necessary in your approach to interviewing can speed up your ability to get back to work as quickly as possible. It is important to remove the guess work and understand why you may not be getting to that next step in the interview process.
Todays Masterclass gives you the overview you need to know exactly what you need to do to after an interview.
Instead of wondering, and wandering,
Pre-interview commitments:
Whether you are working directly with the employer, or being supported by a recruitment firm, take a moment to discuss post interview feedback. Understand what the process and timeline will be looking like to better understand when it would be most appropriate to connect with the main point of contact. Set up time windows, time frames, and best methods of communication (email, call, text) so both parties are on the same page.
If you have not heard not back, you at least have an agreement to reference with a polite follow up email. Reiterate your enthusiasm for the role, ask for potential next steps, and ask if there is anything else you can provide.
Post interview communication:
Send a thank you email within 24 hours of the interview to express your gratitude and interest. The email should be concise, yet personalized, use something discussed during your interview that highlights your strengths and capability to do the job.
Recruiter/Candidate feedback
If you happen to work with a recruiter on this opportunity, give them a call post interview, they are eager to hear from you! Your feedback on the interview can help them push your candidacy forward! Don’t underestimate the power of their relationship with their client. If you are genuinely interested in the role, let them know so they can pass the message along.
If the interview didn’t go as expected, let them know as well. This feedback is just as important and the good interviews. They may be able to adjust their search in the future but also provide the company with crucial information that they may have not been aware of previously.
Request feedback
If you receive a rejection, don’t hesitate to ask for feedback. You may be a small tweak or change away from a great work opportunity! Frame your request positively, with the intent of growing as a professional, and thank them for their time and consideration.
Follow up & Follow through
A follow up is only as good as the follow through, maintain good communication with your recruiter and check in periodically, they may have new opportunities you can review. What better way to work on the new feedback than with new interview opportunities?
Tired of wondering and wandering after an interview? Give our recruiters a call and get your search on the right track! With feedback and communication, we will always have your back.