Dear Hiring Managers,
There are a few things you can do to help ensure great results for your opening and find the candidate you want and stop me from loosing more hair.
First make sure that you have properly conveyed what you are looking for to the recruiter that is aiding in the search, and this means going beyond just the job description. This will ensure that the candidates presented to you, are worth your time to review.
After a few resumes get sent your way, don’t just look at them and reply "Pass", this doesn’t help and is counter productive. The more detail you can elaborate on why you passed on the candidate, really helps you save time in the long rung and allows recruiter to really center in on that target. After a few submissions with feedback, the recruiter will now have a great understanding of what you’re really wanting and how flexible some things are and aren’t.
Think of yourself as an architect and the recruiter is the contractor to build the house of your dreams. The job description is only one page of the blue prints. The more detail you give on resumes, phone screens, onsite interviews, the more pages there are for the recruiter to reference in building you the right candidate for your needs. If the feedback is just "Pass", then you’ll only be left with looking at a lot of track housing that keeps repeating, rather than that neighborhood show stopper.
This comes back to benefit you. After taking the time to reply on a few resumes of things that you like and don’t, the less and less you’ll have to reply in the long run. After getting detailed feedback on a few candidates, the submissions that you will now get should really be on target and worth thorough looks, if this isn’t the case then you need to call me.
Remember, "Feedback is good, but timely feedback is motivating". The faster you respond with details in a timely manner, will keep the recruiter motivated to find you that unicorn. This helps the recruiter close loops on candidates and keeps your company’s name in good standing. There is nothing worse then a recruiter who really sells a candidate on your company and gets them to "drink the kool-aide", for the hiring manager not to reply in a timely manner. Now it begins to reflect badly on you and the company. The duration of time to get back to someone can work both as a positive or a negative, if the candidate never hears from you.
If you’re working with a bunch of recruiting agencies because you think the more you have working on the opening the faster it will get filled. Wrong, now you’ve just created more non-productive work for yourself, because most agencies that know your working with a lot of recruiters will just send you anything with their fingers crossed. Rather than bring on a bunch, work with one maybe two agencies that you really like and develop a relationship with. Get as much detail to them on what you’re looking for. It’s like anything in life, the more communication you have between people, the better.
So now that you’ve read this and fifty things are going to wash this all away when you walk our of your office; just remember "Feedback is Good, Timely Feedback is Motivating", when working with recruiters to find you those unicorns at the end of the rainbow.