3 Best Practices For Hiring Recruitment Executives

1. 3 Best Practices for Hiring Recruitment Executives Ask any employer and they will admit how complex recruitment has become. Gone are the days when you just had to put an ad in a paper or a job site, review the submitted resumes, interview the shortlisted candidates and make an offer to the chosen ones. Now, an array of factors – global economy, rising costs of doing business, steady burgeoning of unworthy candidates (lacking right skills) etc. - have made recruitment tricky for employers. Recruiters struggle to find qualified candidates for open positions. Often, they hire a candidate only to find later on that the person they have selected does not ably fulfil their job requirements. 90% of our work is with returning clients or referrals. We work with Europe’s leading businesses, from FTSE 100 companies and top tier strategy consultancies to dynamic start ups. Not only do they keep coming back but they tell others about us too.

2. 3 Best Practices for Hiring Recruitment Executives Treat an interview as a date where an interviewee is likely to give responses that they think you would like to hear. Most will give you a rehearsed response; so you need to develop the ability to read between the lines. How else will you find the best candidate among many who have prepared beforehand, crammed their answers, and may seem like a great fit for your organisation? The solution lies in checking their replies against the cornerstones of your company’s culture and analysing how they reply to behavioural questions. 1.Read Between the Lines

3. 3 Best Practices for Hiring Recruitment Executives Reviewing the cornerstones 1.Read Between the Lines List the top 5 attributes involving the culture, attitude and day-to-day workflow of your company. Check whether there is any evidence of them sharing these qualities and demonstrating them in the past. For instance, if a candidate presents themselves as someone with an independent approach, but the first pointer on your list is cooperation, they obviously won’t fit the bill. How the candidate answers behavioural questions Behavioural questions ask for a story, which tells you about a candidate's behaviour in a particular situation. It gives you an inkling how they will react in a particular scenario. Moreover, the story will again give you material to read between the lines. For instance, if you ask a candidate how they handled a conflict at their workplace and they simply ramble a story without actually positing a solution, it will simply suggest that the person is not really a problem solver.

4. 3 Best Practices for Hiring Recruitment Executives Determine what you want your new hire to accomplish. Explain this to the candidates who come for the interview and ask them squarely how they will discharge the responsibility given to them. Your decision to hire them should depend on the correctness of their answers. Hiring superstars often becomes counterintuitive. They tend to avoid showing due diligence or asking probing questions as they feel that doing so won’t suit their image of being someone who has solutions to all the problems. Often, those who are too big for their boots deliver few tangible results. 2. Hire Experts, Not Superstars

5. 3 Best Practices for Hiring Recruitment Executives Qualifications and experience are alright, but you can never underrate raw intelligence. It is basic intelligence, which enables a professional to make decisions in situations they haven’t been in before. Raw intelligence lets executives defuse a tense situation and delegate responsibilities efficiently. You don’t want to hire someone who spends an afternoon writing a letter to tackle a crisis. Find ways to ascertain a candidate's common sense. 3. Check Raw Intelligence

6. 3 Best Practices for Hiring Recruitment Executives CONCLUSION Organisations tend to focus on their core area of business and not on the sophisticated recruitment skills required today. A better alternative for them will be to choose an executive recruitment agency with an impressive track record and share their requirements with it. They can then request a graduate recruitment consultant to come up with an appropriate recruitment plan and provide them with candidates who tick off all the right boxes. 90% of our work is with returning clients or referrals. We work with Europe’s leading businesses, from FTSE 100 companies and top tier strategy consultancies to dynamic start ups. Not only do they keep coming back but they tell others about us too.