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March 26, 2023

How to choose a Good Recruiter for your business


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A good recruiter understands the role you want to fill. They bring the right people to your organisation’s doorstep. Here’s how to choose wisely.

All businesses and organisations want the best people on their teams. Great employees are essential to the success of a company. There is much effort that goes into attracting and retaining top talent. However, finding the ideal person for a role is not easy. Some organisations job search themselves. Others seek the services of an external recruitment firm. Even here, there are important considerations: just how do you pick a good recruiter for your business? What do you look for?

A recruiter that does a poor job will waste precious time in the hiring process. They present you with unsuitable candidates and you eventually have to force-fit a person into the role. This can lead to trouble further down the track. It’s been shown that hiring an unsuitable person will cost your organisation 30%-150% of the candidate’s annual salary.

We all deserve the dignity of a reply, even if it is a negative one. Job seekers are people.
Candidates are not commodities

Candidates are people, not commodities.

How do recruiters work? The role of a recruiter is to match an employer with a position to fill with the perfect candidate, or vice-versa. Sounds simple enough, doesn’t it?

The recruitment process – the funnel

When trying to fill a position, a typical employer may receive hundreds of resumés. Typically 5 or 6 are shortlisted based on resumé content. They are called in for a first interview (and maybe a second interview). Then the ideal candidate makes it to the end of the funnel.

An unavoidable result of this vetting process is that many candidates won’t make the cut. They remain in this funnel. I would wager that most of us have been in this position at some point in our working lives. We might have been told we were shortlisted. We might even attend interviews that seemed to go well. Thereafter, the recruiter says we will receive news in a couple of weeks. But, nothing.

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We might even attend interviews that seemed to go well. Thereafter, the recruiter says we will receive news in a couple of weeks. But, nothing.
Will the recruiter going to return my calls?

The recruitment ghost

Being “ghosted” is not pleasant whether it’s by a friend, potential date or potential recruiter. We all deserve the dignity of a reply, even if it is a negative one. Job seekers are people. They are not to be selected or discarded at whim. This is where a good recruiter makes all the difference; not only will they respond, the recruiter may even suggest areas of improvement or offer executive coaching. An unsuccessful job search can be a positive learning experience. And a recruiter that treats all job seekers with respect and dignity will eventually attract candidates of quality.

A Good Recruiter Need Not be Industry-Specific

It is common practice to choose a recruiter that specialises in specific industries or job functions. It is the belief that they can find better matches between candidate and role. 

We trust our clients to know what they are looking for in terms of hard skills and technical requirements. Search firms, no matter how specialised, will not truly understand the specifics of a role in your company. There are company-specific nuances the recruiters will also not know too.

A good recruiter should be able to make their selection across any industry.

A Good Recruiter Embraces Psychometric Assessments

Typically, recruiters or HR managers will study potential candidates’ hard skills and make their selection. The candidates undergo a psychometric test before hiring (at the end, if at all). This is to deduce if the shortlisted candidate’s behaviour will be a fit for the position or organisation.

We think there’s a better way. 

Firstly, having psychometric assessments as an afterthought or at the end of the search process isn’t ideal. At this point, two things can happen.

  1. The organisation is already leaning towards a specific candidate. The lens of the rose coloured glasses will be tweaked rosier regardless of the result. A credit note is waiting.
  2. The results are not what the client is looking for. You are forced to go back to the market and readvertise the role. More resources, more expenditure.
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Time is short but you do not want to select under compulsion or dire need.

Rather, a good recruiter should advise on the best behavioural fit of a candidate for the role. They would also consider the team and the organisation’s culture.

A good recruiter should advise on the best behavioural fit of a candidate for the role.
A good recruiter should advise on the best behavioural fit of a candidate for the role.

A Good Recruiter uses the Behavioural Approach

A smart recruiter will 

  • Study the job description.
  • Interview the hiring manager or the supervisor. 
  • Seek to understand the organisation’s style and culture. 

Then the recruiter will seek out candidates with the right soft skills to match the position. They perform behavioural and emotional intelligence assessments in the early stages of the search. Following this, the recruiter will advise the best candidates to the hiring team for them to interview on hard skills.

This is a careful approach with behavioural assessments as the focus. It assures the organisation that the selected candidate has the right behaviour and soft skills to do the job.  The approach will save organisations from poor hiring decisions or selections made under pressure. These mistakes cost organisations money and time, not to mention the backpedalling required to undo the damage. It also works the other way round: selected candidates are more likely to accept job offers.

Moreover, a behaviour-based approach is also in line with our belief that the recruitment process should not treat job seekers as commodities.

A Good Recruiter gives feedback

A considerate recruiter will give feedback to the candidates and clients.

A considerate and good recruiter will give feedback to the candidates and clients.
A good recruiter will give feedback to the candidates and clients.

It is wrong to ‘ghost’ non-shortlisted candidates. At the very least, a recruiter should return calls. That is just common courtesy. We believe the recruiter should also share the feedback report with the candidate and psychometric assessments with the client.  

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A detailed explanation of the psychometric assessments is time-consuming and requires an in-depth understanding of the tools. But all candidates should receive the feedback report. 

The recruiter should elaborate on why they picked some candidates over others for the client. What were their behavioural findings that impressed the recruiter? What traits are not suited for the role? But, the final decision to interview belongs to the client.

What’s Next

Recruitment is a complex process, even more so for high-level positions. You can reduce the risk by working with people who understand people. It is possible to fill job positions with the most suitable people who bring great value to the organisation. Look for a qualified recruiter who understands 

  • The job role
  • Your expectations, and importantly, 
  • The human behaviour and dynamics that underlie a successful professional team.

At Lifeology Recruitment, we are psychologists who are experts at human behaviour and psychometric assessments to find the inner person. Let us help you in your search for the perfect candidate.

Book a call now.