When it comes to candidates, winners are better than fillers

Posted on 4/09/2018 by Entree Recruitment

More is not always better when it comes to finding the perfect candidate.
 
Finding the best possible candidates for our clients is the definition of what we do.
 
Sometimes we pool from candidates already on our books, other times we advertise. Our goal is always to find the best possible candidates.
 
Good candidates are in high demand, and we know from experience that they are rarely in the job market for long. So when we present these candidates to our clients, time is ticking.
 
When clients ask us to bring them a selection of candidates instead of seeing the one or two we have selected, they run the risk of missing out on the person perfect for the role because they’ve already been offered another job.
 
Asking for a selection of candidates defeats what a client has appointed us to do. Our role is to source talent, and we do this by using tried and tested methods to ensure we are matching the right person to the role.
 
Sure, a candidate might look good on paper, but you need to go beyond the resume for an informed decision. Before we present any candidate to a client, we use the behavioural interviewing technique to see how they will respond to certain situations, and how they will fit into the culture of your business. We get to see their personality, attitude, and how they present themselves. We also learn about their circumstances: do they have commitments which prevent them from working certain hours? What is the notice period for their current position?
 
We also reference check every candidate before presenting them to a client, so there are no nasty surprises.
 
If a candidate comes from our books, we have already vetted them, so we won’t need to spend the time interviewing and reference checking.
 
The goal of all of this is to find the best person possible for our clients.
 
Having a selection of candidates, just for the sake of having more options to look at, defeats the purpose of engaging a recruiter in the first place. Not only will you now be spending time reviewing resumes and interviewing unnecessarily, but you could miss out on the one candidate who is perfect for the role.