One of the things I love about Goodwin Recruiting is that we get to choose the organizations we represent. As a senior recruiting partner, I value the opportunity to work with executives and hiring managers who deeply care about their businesses and their people. It’s wonderful to know that the job candidates we send to them have opportunities to be a part of these amazing companies for years to come.  

No matter how great the company, however, I’ve come to realize that even the best employers can experience hiccups, or worse, blind spots, in their hiring processes. Navigating and addressing these issues with a client is a delicate matter, but it’s our job to help our clients succeed. This includes sharing our expertise and perspective when the need arises.  

I’d like to share a recent example, which prompted me to write this article. I’m also sharing insights into hiring practices that talent recruiters are professionally obligated to know and pass along to hiring companies in today’s extremely competitive hiring market. 

Sometimes we need to turn on the light  

Not long ago, I was on a call with a client that is building a truly elite business. In keeping with their aspirational vision and goals, they’re very selective in hiring, only seeking out the best of the best candidates with specialized skill sets for their open positions.  

In their resolute search for top-tier talent, they had unintentionally built a hiring system that was working against them in the market. Most of the people involved have been there for some time, perhaps lacking exposure externally into how hiring is managed at other organizations. 

As I was talking with this client, I found myself taking a leap – an educated one, but a leap, nonetheless. “You’re working to build an elite company with top talent, but your current hiring process will never get you there,” I said. “If you want top talent, you have to clean up and streamline this process, because that top talent won’t be on the market long enough to wait on you.”   

For a moment, I wondered if I had gone too far. Then I heard the smile in my client’s voice. They thanked me for my candor and committed to making some changes. In-house recruiting teams often don’t have the exposure or resources of a talent recruiting firm, so a fresh perspective from an external recruitment agency really can make a positive difference. 

5 valuable insights you should expect from your recruiter  

Companies bring a recruiter into their business to fill staffing vacancies or new roles. Some employers see us as vendors, and in some ways, maybe we are. However, there’s a difference between a transaction-oriented vendor and a business partner whose expertise helps companies build strong teams. In short, if you work with a recruiter who is only sending resumes to you, it may be time to look for a new recruiter.  

By contrast, here are five areas in which an external recruiter can become a true partner who gives hiring managers impactful insights that drive hiring processes and businesses forward:   

1. Insights into your hiring process: A competent talent recruiter can help you determine if your current hiring process is going to get you the results you want, and if needed, ways to make it more efficient and effective. They can also candidly share what job candidates think about your interview process, which is essential to affirming or improving the candidate experience that you provide. 

2. Insights into the labor market: Good recruiters keep a solid pulse on what’s happening in the overall job market, as well as job postings and talent pools in specific industries and markets. What are your competitors doing? Where are your market and industry headed? You need this information to plan and make wise hiring decisions. With knowledge of many different industries, your recruiter is in a unique position to know and share these insights with you. 

3. Insights into salary and overall compensation: Are your base pay ranges and total compensation package where they should be to attract the level of talent you’re seeking? Are you way above market compensation ranges, in the middle, or at the bottom? Knowledgeable recruiters have access to hard data and can give you the real-world answers you need to stay or become more competitive in hiring. 

4. Insights into new employee onboarding: How are new employees supported during orientation and training? Are there holes in your onboarding process that perhaps you could improve? Are there things that new hires might not yet have the confidence to openly address with you? Lean on your recruiter to share expertise in today’s best employee onboarding practices. New approaches continue to emerge. 

5. Insights into your company and brand reputation in your community and market: How do job seekers react, or what is their perception, when they learn of your job openings or hear your company name for the first time? Are they excited about the prospect of joining your organization – or reluctant? An expert talent recruiter helps hiring managers assess external perceptions and company cultures and provides insights into building on the positives and mitigating the negatives. 

A broader perspective is everything in today’s hiring market 

If you’re looking for a true partner in your recruitment strategies and initiatives, a specialist who can enrich your perspective and help you navigate challenges and opportunities that truly matter to your success, reach out to me today. I would love to assist you in onboarding qualified candidates to strengthen your existing workforce.