One of our previous client engagements resulted in us hiring 20 people, mostly engineering, in a 7 month period for a 100 person tech company. We did this by running an advertising campaign that generated over 2,000 applications as well as actively sourcing around 10,000 passive candidates, a percentage of which went on to be interested in the opportunities. The Lead Recruiter on that project ran 700 phone interviews. From there 300 went on to the next round and eventually 20 of those were hired. After starting with a roughly 12,000 person candidate population, we dropped to 700, to 300, from which we hired our 20. That’s quite the funnel.

At the recruiter level, there’s a significant amount of work to do at the curation step in order to ensure that hiring managers are only seeing the best of the best. In this example, thousands of profiles were never reviewed by the manager (having been prescreened for fit), ending up  saving them valuable time and energy. The question is, do you trust your recruiting team to filter out 98% of people for you without the risk of missing someone?

Getting this part of the hiring process right usually requires a close partnership between recruiters and hiring managers. Your recruiters need to understand your hiring needs at every conceivable level as you’re relying on them to make the first critical set of hiring decisions for you. An exceptional recruiting partner takes this candidate curation to the next level by being able to match great people not just to your current needs, but to your future hiring needs, and the needs of other hiring managers within the organization. After all, what might not be the right fit for you could be ideal for someone down the hall. Curation lends your hiring program both efficiency and quality, on top of creating a better candidate experience throughout the process.

The recruiter, the hiring manager, the candidate in question – everyone wins benefits from this level of candidate curation and partnership. As a hiring manager you’ll spend less time looking at resumes and more time interviewing people, while your total time per hire and cost per hire should also be noticeably reduced. For those you’re looking to hire, they should find the recruitment process moves faster, with quick access to feedback and fair expectations being set early in the process. In the longer term you’ll grow your reputation as a company that hires fairly, quickly, and transparently – which directly translates into more (and better) applications, public interest in the company, and a more effective referral program.

On the recruiter side this can be a difficult skill to teach and to learn. Far beyond simply being able to make a good skill or culture match, forging this trusting relationship with the hiring manager touches on that high level, consultative work that is sorely missing from this industry. Having a high degree of business acumen is certainly a good place to start, and we often see those skills learned by those who’ve proven successful in various roles and industries. More importantly, becoming this recruiting partner requires an inquisitive nature and the desire to learn more about how your clients work and what will make them successful.

Moving recruitment beyond mere resume submissions to a true working partnership requires a great deal of trust on both sides. It’s imperative that your recruiters can connect you with the shortlisted people that are a great match to your needs, but also that they have the skill and experience to ensure you’re not missing out on great hires that might be found from other, less obvious sources. So take the time to build this partnership, it will serve you well and be a big assist on your journey towards building a great team and a great company.

Look forward to our next episode – we’ll take a look at Recruiting Bandwidth’s own data-driven methodologies towards making good hires and even better relationships. Presenting transparent data to hiring managers is one of the best possible ways to have everyone involved in hiring decisions (recruiters, hiring manager, upper leadership, etc.) be on the same page regarding both process and results.

Posted by Jennie Ellis