Why I love end-to-end recruitment
It’s been 12 years since I started in recruitment (almost to the day!), and when I look back on the different environments I’ve worked in, I've realised that I am happiest when I am able to really partner with people. I love building relationships with candidates and clients, and really burrowing deep to understand how I can make that perfect fit happen.
A lot of current talent acquisition models have a “split” model, where there are separate candidate-sourcing teams and recruitment business-partnering teams. They definitely have their place and are a good solution for some organisations, but it’s the depth of insight that you can only get from an end-to-end model that motivates me.
It starts with a detailed job brief to get a thorough understanding of what a hiring manager is after. It never fails to amaze me when a hiring manager won’t invest the time for a brief, but instead says: “just put up an ad and send me CVs”. Not on my watch! It’s all the juicy insights you get in the brief that help put a compelling proposition in front of that unicorn candidate.
I’m a firm believer that actions speak louder than words, and it’s the subtle (or not so subtle) clues that you get throughout a process that help inform if someone is going to be a good fit for a client or not.
- Are they engaged, i.e. do they respond quickly, or do I have to chase them up all the time?
- How do they present themselves – clothing, style, manner – and will that work?
- Was their CV well-structured and showing relevant achievements?
- Do they listen to questions in detail, or do they just give rote answers?
- Can they simplify complex structures and ideas and paint a clear picture?
- Are they receptive to feedback?
Recruitment isn’t a finite science, but it’s the relationship you build with someone throughout a recruitment process that gives those great insights into what makes them tick and whether they’ll be the right fit.