I Want You to Hire Me!

By Dan Ridge, Senior Contributing Consultant, Q4B

After I read Jennifer Brownell’s recent blog So What is Your Hyphenate? I started thinking more and more about the relationship between those of us in the recruiting business and the key people in our respective markets (hiring managers, decision makers, business leaders) and how that relationship could be improved.

Think about this relationship as it exists. Recruiters target companies based on their specialty, geography, industry expertise and the fact that some companies are advertising open positions. Recruiters then do some research using LinkedIn, company web site and other social media channels to become more familiar with the company and uncover names and backgrounds of potential decision makers and stakeholders. Recruiters may even develop a short list of possible candidates or most placeable candidates, MPCs as some recruiters call them, in order to demonstrate the reason for the call and how important it is.

Recruiters use this approach because we were taught to use this approach, because we have had some success with this approach and we know of no other way to approach the key people in our respective markets in order to get the business.

Mean while, the hiring managers, decision makers, business leaders in our markets are being bombarded by similar calls from other recruiters all of whom are using the same approach as above.

No wonder that recruiters are in general considered to be just one of many, a waste of time and a necessary evil when it come to actually helping to find great talent for a company. This is why companies set up gate keepers, require calls be routed to HR or merely suggest that blind resumes be sent for consideration. Recruiters using this approach deserve what we get.

Consider this approach. What if recruiters viewed every opportunity to do business with a client as a hiring event? Recruiters should want the hiring manager, decision maker to hire them. It could be for a short term assignment (fill one opening) or a long term RPO contract.

The same approach that companies use to hire employees, either full time or contract, is the same approach companies should use to hire outside recruiters. There should be interviews, references checked, and meetings with internal staff if the engagement requires some interface with internal employees and teams.

Companies hire employees because they have a problem. Companies should look to hire outside recruiters for the same reason and we as recruiters should insist on this approach.

Instead of getting the business with a company merely because the recruiter happened to present an MPC to the right person at the right time, recruiters should want to be hired by that company based on their experience, qualifications, references and the fact that they are a good fit for that company.

The difference between getting a job order with a company and being hired by that company to fill a job order is the difference between being considered just one of many, a necessary evil and a trusted provider of great talent who will be “rehired” the next time there is a problem to be solved.

I would much prefer the latter.

I am now off to make some calls to get hired by my next “employer”.

 

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