Seriously ... what did you expect?
I’m under pressure, I’ll send you anything.
There’s a time and a place to go big, and using the big boys sometimes make sense. It might be smarter to go with a bigger airline, as they probably have better punctuality and maintenance. Staying in a branded hotel in an unfamiliar place is probably better than risking the one that’s down at the end of lonely street … the place where they steal your towels.
But in recruitment, big is definitely not better, unless you’re looking to fill a role that requires little specialism, personality or attitude. Large recruitment companies are notorious for hiring young, ambitious people and giving them tough targets, with high bonuses and small basics.
Running a team who are furiously chasing new customers and revenue targets, that are a million miles from reality, is the best way to create desperation and a scatter gun approach to recruitment.
I worked for a large recruitment firm in my early days, and if nothing else, you see the techniques used to cut corners, and appreciate the reasons for the bad habits used by many recruiters.
For example, a recruitment brief might be to produce a shortlist of around five highly skilled and capable people with a proven track record of success in a particular field. The brief might include the type of persona that would fit into the company ethos, and other key things.
Great, you think … and off you go. Soon it becomes apparent that you can only locate two people who actually ‘cut the mustard’, and the rest of the bunch are not up to much.
Some recruiters, keen to meet the brief, would submit the two excellent candidates, along with three other candidates that they know are not up to the job; and they do this for two main reasons.
- The brief asked for a shortlist of five.
- They think the two outstanding candidates will look much better than they are, when compared to the other three, meaning an appointment is more likely.
In the words of Meatloaf … STOP RIGHT THERE!
Because what we have here is an attitude of desperation that thinks, I’ve got a target to hit, and within reason, I’ll send you anything to make up the numbers.
Small, boutique recruiters don’t do that, they simply can’t afford to, and they won’t let their standards drop. Their professional reputation is at stake, and that reputation applies to both employers and candidate relationships.
The level of trust that builds between a client and a recruiter is sacrosanct. When I’m asked to resource a vacancy and pull together three to five exceptional candidates and only two of the people are ideal for the brief, guess what? I’ll only put two forward, and explain my reasons.
Another key thing that boutique recruiters provide to their clients is a level valuable free consultancy. Many like me, have actually worked in the industry sector that they specialise in. That’s hugely important in spotting the very top talent for our clients. Understanding the sector and job roles within it ensures we see through the candidates who’re simply flying a kite.
It also enables us to identify business issues that may not be so obvious to the clients, who are, of course, immersed their own operational bubbles day in day out. Observations, discussions and suggestions that are informal levels of consultancy, are a core part of the value add that develops in a genuine client / recruiter partnership.
Like so much in business, one size doesn’t fit all, and recruitment strategies vary the world over. My advice to any business struggling to find top talent, would be to have an initial discussion with a recruitment expert about resourcing issues and challenges.