Jim Gorian, President of Management Recruiters of Hudson, was the presenter at the Monday Night meeting. Jim has owned and operated his business for the last twenty-two years, and while his company has a variety of clients, its focus is on the manufacturing sector.
“Recruiters find people for jobs, not the other way around.” — Jim Gorian
4 Recruiter Types
Jim said finding the right person for the job opening is the same for each recruiting firm; how they are paid differs. The types of recruiters are:
- Contingent – they are paid when the position is filled
- Retained – this recruiter has an exclusive arrangement with the employer. They receive a payment when the process starts, another fee when reaching certain milestones, and the last settlement when the candidate is hired. This type of recruiter is often used for C-Suite candidates or difficult openings.
- Temporary – more and more employers are going through this process. It allows maximum flexibility for the employer.
- Temp to Buy – the candidate works for the employer for a set period, and if the person is a fit, they are offered a full-time position with the company.
Recruiter DIG Specialties
Recruiters specialize in one or more of these areas:
D – Discipline (type of employee – i.e., senior management, plant floor)
I – Industry (manufacturing, service, nonprofit)
G – Geographical area (NEO, national)
Candidates can get tripped up because they work with a recruiter who doesn’t specialize in their DIG. Ask right away, so you don’t waste time.
Recruiting Tools and Process
“Hire slow, fire fast.” — Reed Hastings, CEO of Netflix
Jim outlined the 15-step process recruiters go through when working with the employer and candidate to slow down this process. Even though each recruiter works for the employer, Jim stays in contact with each candidate along the process timeline.
Here is the process:
- The recruiter receives the job order from the employer
- Jim’s firm spends extra time with the employer, understanding in detail what his client needs, the compensation for the position, and the top three must-haves. He said this is a vital step in not wasting everyone’s time.
- The recruiter writes up the job description and posts it on many job sites.
- They search LinkedIn and other sites for active (not employed) candidates and passive (employed) candidates.
- Once they have their list, they talk with the candidates with the best qualifications.
- Jim asks them if they are willing to relocate (if needed), what compensation they seek, and a list of references. Then, he details the job and asks if they are interested in it.
- Once this process is completed, the recruiter presents the best candidates to the employer, and they have a dialog about each person and why they are a fit.
- Of those that move forward in the hiring process, background and resumes are presented to the hiring manager.
- Jim spends time with each candidate before the interview, going over a checklist of the type of questions they will be asked and making sure nonverbal (smiling, looking into the camera) and verbal cues are reviewed.
- The interview happens, and the recruiter calls the candidate to find out how it went.
- The recruiter then calls the employer and gives them the candidate’s feedback.
- Jim then reviews once more with the candidate their salary requirements, vacation time, and other PERKS.
- Employer and recruiter talk about the salary and PERKS, and knowing what the candidate will accept; they negotiate an offer for the candidate. However, the recruiter never accepts the position on behalf of the candidate.
- The employer extends the offer to the candidate. Hopefully, it is accepted, and all individuals are happy!
- Jim then calls the candidate and employer two to four weeks after the hiring process to thank them and ensure they are happy with their choice.
Jim emphasized that it’s essential to call recruiters and inquire about their DIG, first and foremost. Then, once you find the right recruiter, please keep in contact with them every week.
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