Your Recruiters WANT to fill your jobs efficiently and well. Empty roles are costly, and as we emerge from quarantine and start up our recruiting efforts again in earnest, you may feel a bit “rusty”.
This article outlines all you need to know in order to ensure your hiring success. It is not specific to internal or external recruiters.
Attract, Recruit and Retain
Are you ready to impress upper management by leading the best team in the entire business? Do you want to be number one with a professional business unit that can’t be beat? All of that is completely possible when you know how to hire the top talent.
It’s all about being great at attracting, recruiting and retaining the best candidates. Attracting Talent has everything to do with your employment brand, and hopefully you are working hard to make candidates WANT to come work for you.
Retaining Talent is also important. You must provide excellent training, career advancement opportunity and competitive compensation… at a minimum.
To do this, you have to be able to recruit the best talent. Since most organizations do not have the time or staff to do their own recruiting, they rely on industry professionals to help find those talented individuals that will bring immediate value to the team. If you want to ensure your success with your recruiters, follow these simple rules of recruiting, and you’ll help set up your recruiters and your team for success.
Know What You Want to See on a Resume Before You Ever Start Reviewing Them
In most cases, there are certain skills and traits you want showcased on a resume to ensure you make the best possible hire. Before you open the first resume, have a conversation with your recruiter and provide them with three MUST have items the ideal candidates will display in their history that would indicate what candidate is a fit for your needs today.
Want to go a step further, give them three additional NICE to have items that, when coupled with the first three MUST have items, would make the candidate a “No Brainer” to interview. Once you start receiving candidate resumes, as long as your requests are realistic, you should see viable candidates faster, saving you time and money in the recruiting process.
Quick Tip: When you scan the resume, look for things that show putting more effort into this person is warranted. Can they do the job? Are there unique features that set them apart? Great, let’s move forward!
Share with Them the Companies You Prefer to Hire From
Are there specific companies you prefer to target for your next hire? Are there others you want to avoid? If so, provide this information to your recruiter so that they can focus on building out a slate of candidates from those companies or industries that make the quickest impact on your team. This doesn’t mean that your ultimate hire will come from these companies, but at least you will know that they were targeted in the search.
Provide The Industries You Are Willing To Hire From
Many of us in the diagnostics industry look for candidates who know our customers. They know the laboratories or the physicians in the given territory they currently cover; but is that always the best hire? For the most part, yes!
There are times, for many reasons like non-competes, that you will need to hire someone who does not have the exact connections that would benefit your team the most. When you are not able to hire from your ideal industry, take a minute to review those industries that are a few degrees to the left or right of what is ideal.
For a hire in the area of Genomics, Genetics or Biotech, maybe you look to someone who has been successful selling devices in the cardiology market. This is another very demanding commercial effort that requires strong relationship building and top technical skills.
For the Diagnostics industry, while you may be hiring someone for the clinical laboratory, don’t forget those who currently sell into the Pathology and Histology laboratories, or even those who sell diagnostics instruments to the hospital floors. The skills are similar if not the same, and there are always some shared contacts for these salespeople. If you’re hiring for a Vice President of Sales, it goes without saying that great sales leaders can cross disciplines very quickly.
Know What Compensation you Can Offer
You need to be honest about the compensation you can offer because it will have an effect on who you choose to hire. A seasoned professional is unlikely to join the team if the pay is more in line with someone who is entry-level. On the other hand, with serious compensation, you can look for the best of the best.
Some companies feel working for their organization is such a reward that they don’t have to pay market rates to get the best talent. This creates a large gap between candidate expectations and candidate realities. Just like anything else, there are multitudes if things you can do to sweeten an offer, yet never forget, one sure fire way to have a great new hire leave after six months is to pay them too little. Once the luster has worn off, the allure of insistent recruiters with bigger packages will be far too compelling to ignore.
You congratulated yourself on hiring someone below the market, but you will soon find yourself spending time , energy, effort and resources seeking a replacement. Following are some reasons you should always hire at or above the market:
1. Attract more high-quality applicants – once your company is reputed to pay well, you will receive more high-quality resumes.
2. Improved employee retention – when team members are satisfied with salaries, they will be more content and less likely to start looking for other jobs.
3. Top talent gets into top gear faster – When you pay top dollar for the best people, you’ll find they reach peak efficiency far quicker than less qualified employees.
4. Quality is easier to manage – A really experienced new hire will require less management time, attention, and training.
5. Keep a High-Quality Team – with lower pay, your top talent may leave for more lucrative positions, yet the second tier will stay put and drag down company performance.
Be Aware of What You Expect From a New Hire
There’s no way to ensure you hire someone who can do the job if you aren’t sure what your expectations are. Consider the responsibilities they will have as a new hire, three months from now, six months from now, a year from now, and so on….Is this someone who can handle them?
Understand Territory Status and Why It Is Open
Why is this position open? What is the status of the territory? Having answers to these questions will help you make the right decision about who to bring into the fold.
Know Your Hiring Process
There’s no way you can make the right decisions for hiring without knowing the process inside and out….Go over all aspects of hiring until it’s down pat so you can make decisions that work for the company.
Be Clear about Your Hiring Timeframe
If you have a week to bring in a new hire, you are going to need to use a different process than if you have a month or six weeks to find the right person. Always have the timeframe in the back of your mind and use it to determine what step should come next and how quickly.
Make Sure You Are Ready to Hire in a Timely Manner
There’s no point putting out recruitment feelers if you aren’t planning to hire in a timely manner. It will only frustrate job seekers and make you seem as if you aren’t sure what you are doing. The point of recruiting is to hire the right people in the right time, so don’t waver on that.
Your Recruiters MUST Know This to Be Successful
Follow these tips and you’ll be sure to start recruiting a team you can be proud of! It isn’t as hard as you think; you just need to put some thought into it.
You can learn how to do all this, and more, by reading our latest ebook called the Art of Hiring A Players. Receive this book for free Today! Just email me, Scott Rivers — firstname.lastname@example.org — and call us for all your recruiting, executive coaching and temporary sales team needs.
Helping clients build world class teams as a recruiting leader in Oncology, Genetics, Diagnostics and Life Sciences
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