I read below "A good recruiter will spend time to understand your needs and connect you with candidates that fit your needs. Most will simply throw piles of resumes at you with little regard for the 'soft' requirements like company culture, etc. "
And I couldn't agree more.
The question is : how much of your time are you ready to invest to train a recruiter on your requirement, yourself, your company values ?
I am very much interested in this, because this is precisely the problem I am trying to crack. Let's talk about your experience ?
What is imporant is to be really careful about finding a quality recruiting company @Shilpa. You need to be sure that they have the right talent pool and will spent as much time as needed to find the right fit for you! Just make sure you can trust your recuiter, otherwise you would spent valuable time and money!
Everything is a loose process and numbers these days.. I definately don't think recruters can do better job than pushing some CVs and co-ordination work.
For startups, my advise is take people through references as their need is any way limited. Once you have core team, take avaiable people, who can be groomed with the core team, who can make them productive in short periods.
Shilpa, excellent question. Thanks for sharing.
I've spent my career working for Small & Midsize Business (SMB). Most times when we have a job opening, we need to fill it fast. We need to hire a candidate that has the right skills, fits our culture, and we need to do it on a limited budget.
Our hiring managers generally are not experienced in interviewing. Our HR/internal recruiters rarely understand the skills needed, or understand the team dynamics within the work environment.
In my experience, it's not always cost effective for many SMBs to use outside recruiters, and posting a non standard job description on a job board is like rolling the dice, we never know who we're going to get.
We generally place ads on the same job boards, and we outsource to a third party for our Applicant Tracking System (ATS). So we have limited reach in the marketplace for qualified talent.
What we really need is to outsource to a third party that has already built and continuously maintains talent pools and recruiting pipelines within our desired skill sets, and provides the tools we need to assess our teams, work environments and culture so we can make better decisions to match candidates within our organization.
Who are the thought leaders that may want to disrupt the recruiting industry with new technology to automate and streamline the recruiting process for SMBs?