Many internal recruiters struggle with an overwhelming number of open positions they need to fill. In 2023, finding the right talent will get only more challenging as job seekers become more selective in who they chose to engage with.
One way company recruiters can reach their goals is by building a “power alliance.” In this article, hear from members of Duffy Group on how they help internal recruiters succeed through a power alliance.
Covering More Ground By Personalizing The Hiring Approach
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Internal recruiters are juggling multiple searches. While balancing the various demands to post and target suitable candidates, the treatment of candidates in the pipeline can wane as candidates wait to hear about the next steps. Sometimes, due to a sheer lack of internal resources, a candidate’s motivation for the job is often undetected early in the process. More organizations are partnering with external recruiters to complement internal recruiters’ work to combat possible recruiting gaps and ensure better outcomes.
Research shows talent acquisition partnerships increase personalization and are vital to keeping top candidates engaged. A recruiting partnership enables the team to cover more ground, spending time understanding the company’s value proposition and the candidate’s motivation. Candidates have many options, as indicated by the number of jobs available, so losing the best in the pipeline due to a lack of personalization, time, or bandwidth does not need to happen.
Georgia Musgrave is the VP of Strategic Initiatives at Duffy Group. She educates leaders on the value of “passive talent” as a means of attracting the best human capital to their company.
Building A Talent Pipeline
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I partner with several clients’ internal recruiters and hiring leaders to assist them with talent pipeline development. Here are a few examples of when to consider a partnership to build a talent pipeline:
- Multiple and long-term hiring needs for the same or similar roles – I do a large amount of work in the accounting industry with CPA firms. Auditors and tax professionals continue to be in high demand and their supply has decreased. These candidates do not have time to look at job postings, may not know which firms to consider, and may not be ready to switch jobs, but might be in a few months. External recruiting partners can develop a rapport and stay engaged with these candidates until they are ready to change firms.
- A second or similar role in the near future – Why wait for the approval of the position, the job description to be written, or the salary to be approved for a similar role you are currently recruiting for? Get ahead of the upcoming search to source and begin building a talent pipeline.
- Building a list of qualified candidates – Sometimes, we are asked to research and build the pipeline, and the internal team will work their magic.
- Educating on the competitive landscape – This is a good opportunity to research and source potential candidates. We can contact them directly, assess their skills, and gather competitive market data such as compensation and if employees are remote, hybrid, or in office.
Let’s build your future hire together!
Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.
The Full Buffet Or À La Carte Options
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There is always the option for recruiters to outsource an entire search to their external recruiting partners—from identifying and vetting candidates to interviewing and making the offer. With many requisitions, removing some workloads to recruiting partners can be a win-win situation.
The highly effective recruitment model recruitment research, which helps hiring leaders and corporate recruiters precisely and successfully target candidates, is used for à la carte services. Recruitment research enables talent acquisition teams to unbundle the recruiting process to focus on a particular area of need. Here are a few services corporate recruiters work may outsource to external recruiters:
- Name generation – sourcing a list of quality candidates
- Gather competitive benchmarking information
- Pitching the role to sourced candidates
- Screen and vet candidates
- Thoroughly interview candidates
- Conduct testing or assessments
- Schedule interviews with the client
- Negotiate offers
- Manage background checks and call references
At Duffy Group, our services are à la carte. We tailor the search to the client’s needs. Our goal is to partner with our clients’ in-house recruiters and hiring leaders to do the heavy lifting of recruiting. This way, our clients can spend quality time with their future employees without getting bogged down with the time-consuming tasks of sourcing, pitching, and screening candidates.
Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.
Courting Candidates
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Courting is the act or process of trying to win the favor or attention of a person or group. To court someone means to seek to attract them. It is often used to refer to dating, but courting is also common when recruiting. Collegial and professional sports teams are always courting top players and companies need to continually court talent as well. Recruiters and hiring leaders benefit greatly by courting top candidates, especially in this candidate-driven competitive market.
Here are a few strategies to follow when it comes to courting top-tier candidates:
- Demonstrate you have done your homework on candidates before trying to recruit them
- Get to know them and genuinely care about finding the right match for both the company AND the candidate
- Treat them with respect – before, during, and after the interview process
- Be responsive and do not drag out the process
- Communicate often and keep them informed every step of the way
- Offer unique solutions that meet their needs
Recruiting is all about relationship-building and match-making. When recruiters build a great relationship with the candidate, they have a better chance of uncovering the nuances that will tell whether or not the person is the right fit for the job in terms of skills and cultural fit. A great relationship will also be beneficial in the offer negotiation stage and in ensuring no risk of counteroffers.
Now get out there and start courting the best!
Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.
Need help recruiting talent for your organization? Check out Duffy Group today.
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