Recruiters: High-Volume vs High-Value

Recruiters: High-Volume vs High-Value

What makes a good recruiter? Well, it depends on who you ask. I’ve been in the industry for over two decades and generally see my fellow recruiting directors answer that question one of two ways. The first answer: a high-volume recruiter – someone who can source numerous candidates quickly and move on to the next requirement. This recruiter excels at meeting goals, is generally very organized, and is a transaction-oriented individual. The second response (and the answer I firmly subscribe to) is a high-value recruiter – someone who is more focused on building strong relationships with both candidates and hiring managers than they are on transactions and numbers.  

As a candidate, you don’t want your career treated like just another number, so finding a high-value recruiter is important. You want someone who can help you identify if a position is a fit for now versus the right fit based on your values and long-term career goals. If you’re wondering how to tell a high-volume recruiter from a high-value recruiter, I’ve put together some of the top attributes to look for to ensure you aren’t selling yourself short next time you’re on the job hunt. 

High-Value Recruiters Get to Know YOU vs Your Resume 

High-value recruiters take the time to get to know you beyond your resume. They are great listeners and pick up on the subtle details that indicate if a position is going to be a good fit for your personality, career goals, and values. The relationship-oriented recruiter is focused on your long-term aspirations and considers how those align with an opportunity versus simply submitting you for positions for which you may be qualified. For example, if you have a relatively low-risk tolerance, make sure you have a recruiter who can walk you through all the considerations that moving from a full-time employee to a contractor imposes. This sort of move is more than just a salary and benefits conversation – it requires a level of consulting that a recruiter focused on value and your long-term goals are going to be willing to have, even if it means a missed hire for them in the short term in order to ensure the best fit. A great recruiter puts the candidate before the position at all costs as they are more interested in finding the right fit for both sides. 

High-Value Recruiters Have a History of Success  

As a candidate, you want to work with a recruiter who has been there, done that. It’s not just about the years of experience, but it really does make a difference when you work with a recruiter who has a relationship with the client and has a history of successful hires.  Don’t be afraid to ask the recruiter to reference their past success at the company you’re interested in! This will help you understand the insights your recruiter may have that you couldn’t possibly get from a job posting or even a Glassdoor review.  

This is one area in which a relationship-oriented recruiter will add value to your job search in more ways than you may imagine. For example, what does the recruiter know about the company culture that you don’t know? They have relationships with candidates who work there, so they have a clear sense of what it’s like to work for the client and can accurately describe the company culture, projects, and expectations. They know and understand client nuances (e.g., manager personalities, team dynamics, corporate culture) and have awareness of what you need to do in order to succeed in the interview.  

A high-value recruiter will not only take the time to prepare you for the interview process but will also prepare you for success once you land the job. Great recruiters are the face of the company and it’s their job to ensure that candidates walk away from the experience feeling positive about an opportunity, even if it ends up not being the right fit. 

High-Value Recruiters are an Open Book  

A high-value recruiter should talk to you like a good friend and tell you what you need to hear over what you want to hear. As a job seeker, you want someone who will give you candid, honest, and constructive feedback and advice before you get to the interview. You don’t want a ‘yes man’ who only tells you what you want to hear – you want someone who can help you grow and put you in the best position possible to make a great impression on the hiring manager. A stellar recruiter will be honest with you, even if it’s uncomfortable (but will always do so in a professional and helpful way). The job may be out of your league or the money you desire may not be realistic. You may not like to hear these things, but it’s better to find them out before you get too far down the process! 

High-Value Recruiters are Relationship-Oriented 

Finally, one of the most important characteristics of a high-value recruiter is that they are driven by people, not numbers. You’ll know when you find them as they are laser-focused on your needs and finding out more about what drives you. They want to understand your goals, your expectations, and what job characteristics you prioritize over others. The value-driven recruiter keeps an open mind for the best long-term fit, not just the opportunity on the table. 

These recruiters tend to be likable and build strong relationships with both candidates and hiring managers. There’s a level of trust on both sides, knowing that the recruiter is in it for the long haul and will go to great lengths to find the best fit for everyone because they value the relationship over a goal and would put that at stake just to get a hire. Their reputation, relationships, and referrals are more important than the instant gratification of a single transaction. 

A high-value recruiter can make all the difference in your job search. When you find a recruiter who values the person over the transaction, they act like a consultant to your hiring process – advising you, redirecting you, and making sure you’re landing in the right place where you’ll be happy, have alignment with your career goals and are getting the best compensation possible.  

One final piece of advice: when you find high-value recruiters, make sure you stay in touch with them, even after you have found the job because those connections can be invaluable to your career. If you have any questions about the recruiting process, feel free to connect with one of our recruiters today to see how we can help you find your next position! 

 

Meet Alyssa Stewart, Technical Recruiter who shares her journey this past year at CC Pace with us. Here she gives insight on her transition to this position, opportunities that have been presented to her, and her experience being part of the CC Pace family. We are so happy to have her on our team!

If you are interested in a new career with CC Pace please check out our latest job postings.  And, we invite you to get social with us, follow us on LinkedIn, Facebook, Twitter and YouTube for the most up to date news, information and happening at CC Pace!

Our Working with CC Pace series introduces Holly-Ann Morton a Consultant.  Holly-Ann reveals details on how she was impressed that her CC Pace recruiters stayed in touch from their first interaction, and really took the time to understand her needs and skillset. Through this open dialogue with her recruiting team Holly-Ann was able to find her next position with CC Pace, and went into her new role with the confidence. Watch her video testimonial and see if this type of working relationship sounds good to you as you seek a new opportunity, if it does, then be sure to check out our latest openings!

Curious what is it like to work with CC Pace?  Shaheen Hossain is an Agile Coach for CC Pace in this video he shares with us his journey from his first interactions with CC Pace leadership, through his full experience with our recruiting team.  Watch his video testimonial and if sounds like the right environment for you, and you want to explore joining our team… click here!

CC Pace is seeking a Mortgage Subject Matter expert as introduced here by Senior Recruiter, Rechelle Card. In this exciting position you will work with a wide variety of mortgage clients on an array of projects.  If you think you are ready to make a change and become an important member of our Financial Services team please apply for this exciting opportunity here and let’s talk!

Meet Morgan Romero the newest member of the CC Pace Recruiting Team! Morgan joined us in January and jumped right into her role as a Recruiter Assistant with great enthusiasm! We couldn’t be happier with her contributions to our recruiting efforts and are seeking someone just like Morgan for our new Recruiter position – if you think you are ready to take the leap and become a CC Pace Recruiter please apply for this exciting opportunity here and let’s talk about getting started on your new career today!

Now that you have hired millennials, this last blog in our millennials series discusses integrating them to become part of your team, and making changes to your organization to fit their professional needs. As with any new employee, it takes time for that person to become acclimated to your organization.

This article, 2018 Millennials at Work Report, touches on managing this generation, millennials in leadership and long-term change. Making small changes across the board to create a more relaxed work environment seems to be a key starting point. Even employees outside of this generation will welcome change as they too seek more flexible schedules, cutting edge technology, professional development and management feedback.

If leaders are willing to take the time to invest in this generation of workers, it will surely make a difference to not only their teams, but their business.

We came across in interesting article on Tips for Interviewing Millennials (And What They Really Want from a Job).  It discusses how, in the workforce today, there are 5 different generations of workers. How does an employer position themselves to be attractive to each of these generations?

The first step would be understanding what each generation is looking for in an employer and seeing how that fits within your organization. Millennials have quickly become the largest growing pool of candidates and interviewing them may be a bit different than previous generations.

The top items they want to hear about are equality, flexibility and growth. This article will give you some key questions to ask to ensure both you and the candidate are on the same page to create a perfect union.

This post, The No. 1 Thing That Causes Millennial Employees to Quit, states that more than one third of the workforce in the United States is between the ages of 18 and 34 years old. It also points out that millennials are currently the largest group of workers in America.

Dominating the recruiting pool, millennials have made it well known that if they are not happy in their current work environment, they will move on without hesitation.  So, what can companies do to meet the needs of millennials? It seems the answer is not that difficult to find – to recruit and retain these workers, employers simply need to provide them a corporate culture that provides positivity, flexibility and the latest technologies.

Companies need to take a closer look at what they offer, and make the necessary changes to not only attract, but keep, these valuable employees who are the future of their organizations.

Can you believe it is already 2018? Think about all the technological advances there have been in the last 10 years… no actually make that 5 years ­- it is truly unbelievable! All of this new technology has created a culture of “now”. Interested in watching something on TV – just stream it, “now”. Do you want to ask someone a quick question, no matter where they are – just shoot them a text, “now”.  Do you want to order something and have it delivered today – just get online and order it, “now”.

Move that thinking to the human resources or recruiting department of an organization where they think, if only we could start to screen for this position “now”. If only we can confirm this candidate is as good in person, as they are on paper “now”. This is where the advantage of video interviewing comes into play.

This article, 15 Advantages of Video Interviews You Didn’t Know About, discusses how companies, both big and small, are using this technology to screen candidates, streamline the hiring process and save these organizations time and money.  A video interview is a great way to connect with a potential employer, so be prepared as you begin your next job search and make sure you are camera ready!

On the first day of Job Hunting
my recruiter said to me:
update your resume quickly

On the second day of Job Hunting
my recruiter said to me:
Take two days on LinkedIn
and update your resume quickly

On the third day of Job Hunting
my recruiter said to me:
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the fourth day of Job Hunting
my recruiter said to me:
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the fifth day of Job Hunting
my recruiter said to me:
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the sixth day of Job Hunting
my recruiter said to me:
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the seventh day of Job Hunting
my recruiter said to me:
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the eighth day of Job Hunting
my recruiter said to me:
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the ninth day of Job Hunting
my recruiter said to me:
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the tenth day of Job Hunting
my recruiter said to me:
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the eleventh day of Job Hunting
my recruiter said to me:
Only eleven days until your start date
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the twelfth day of Job Hunting
my recruiter said to me:
Enjoy twelve months of paychecks now
Only eleven days until your start date
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

As a manager or leader, some of the biggest mistakes you can make are not sharing your vision, holding on to control, not letting your team grow as professionals and simply not saying thank you enough.

In this article by Dave Ramsey, he has a list of 4 Ways to Empower Your Team.  It’s a quick read with a solid message:

  1. Share Your Vision
  2. Stop Micromanaging
  3. Enhance Their Skills
  4. Brag on Them

Yes, that’s a short list, but each item has a significant impact. Employees do not feel connected when they don’t know where the company is planning to go, things to do not move forward quickly and time can be wasted when they are not able to make decisions on their own. Your team needs the ability to grow through training and mentoring, and they need to feel appreciated so that they know that you are aware of their efforts.

Start today, pick one task and give your team the ability to make a decision. It will make your employees feel valued and may increase morale in your workplace. So, just just let it go and see what happens. You may be surprised and find that your job just got less stressful!

At CC Pace, we aren’t trying to fit you into a role; we’re committed to finding the best fit for you. Why? Because we are not your average staffing firm. This commitment is the reason our clients have stayed with us for over 35 years and why many of our candidates have worked with us for over a decade. As a recruiter at CC Pace, I strive to get the best sources available to keep up to our firm’s reputation.

‘Purple squirrel’ is a term used by recruiters to describe a job candidate with precisely the right education, specific, hard-to-find experience and qualifications that perfectly fits a job’s multifaceted requirements (Wikipedia). It may sound unrealistic, but if your hard work pays off, and maybe with a little luck, you find just the right candidate which fits your clients requirement – and that’s your purple squirrel.  You simply cannot afford lose them!

They’re in high demand. As the author of the article below says, you can’t just blast them with impersonal email and expect them to respond. They get dozens of those emails each week and it’s never going to work.  You can’t just tweet them a job title or send an InMail with a link to your job posting and expect them to drop everything and apply online. It just isn’t going to happen.

So, how is it going to happen?  There are some great tips in this article, Recruiting Purple Squirrels? Here’s the Trick, by Stacy Donovan Zapar, for courting your purple squirrel.  Enjoy and hopefully it adds to your recruiting arsenal.