In a recent column in HR Reporter, Geoff Bagg, CEO of The Bagg Group, writes that the high number of applicants for any job, combined with pressure from the top to get the hire right, has caused an evolution within the staffing industry.
“We have seen the rise of a new breed of recruiters,” writes Geoff. “Those who succeed today don’t just recruit, they match-make.”
Sure enough, Jackie Chua, General Manager of The Bagg Group, says any recruiter or hiring authority seeking a candidate for a full-time position, contract work, or temporary placement has to be “more relationship-sensitive” than ever before.
Of course, skills matter. But equally important is compatibility — a meeting of minds, values, and energy. That’s because, as Geoff Bagg writes, “the employer and employee are in a relationship. And like any relationship, if there’s no spark, there’s no energy to meet goals.”
Getting along isn’t just a preferred scenario, it’s a high stake business necessity. Studies show that a wrong hire can cost a company five to 27 times the hire’s base salary in mistakes, wasted training, lost productivity, lowered team morale. Similarly, leaving a position open costs in decreased productivity, loss of innovation, and burn-out for employees who must pick up the slack.
Interestingly, studies also show job boards haven’t made the task of match-making any easier, particularly for in-house HR specialists tasked with conducting job searches without outside help.
The first online job board launched in 1992 and morphed into the large Monster.com in 1995. Workopolis.com launched in 2000. Today, large job boards have about 90,000 active postings at any one time, and most receive well over two million visitors per month.
Not surprisingly, in-house HR specialists recruiting via job boards report the days of manageable numbers of applicants have gone the way of the busy telephone signal. Unheard of. And as any overworked in-house HR specialist knows when wading through thousands of resumes, more is not necessarily better –especially when working a job search is only one item on a long to-do list.
Yet, senior executives in all surveys say they consider finding the right employees to be a top priority in achieving their business goals. With that in mind, for those who don’t have teams of recruiters working their networks full-time like The Bagg Group does, match-making can be more of a migraine than a labour of love.
Geoff Bagg explains in HR Reporter that in our tight economy, it takes additional know-how to get a good sense of the candidate. “Job-seekers feeling anxious about finding work may default to offering what they think is the desired answer. That’s why the best recruiters schedule longer interviews now, to allow time to move off the resume and converse about the candidate’s interests and ambitions. It’s not small talk to learn what makes a person tick, it’s essential info for a great match.”
For those who want to work with a matchmaker, the experienced matchmakers at The Bagg Group, which has a 40-plus year track record of ensuring happy bonds between candidates and companies, offer these tips:
Bring the hiring manager to the table: Often HR specialists work as gatekeepers but it’s tough to find you Mr. or Ms. Right when you haven’t met the other party. The sooner HR involves the hiring manager, the sooner the matchmaker can identify and find the right fit.
Remember, there’s a buyer for every house: But you need to tell the agent what you like and what you don’t to get the house for you. The same applies to finding a candidate. Timely feedback is powerful information that allows the recruiter to make the perfect match.
Be transparent: With reputable recruiters, what you say to your recruiter, stays with your recruiter. Tell it like it is. Maybe a team requires someone who is especially tough-skinned, or a manager wants people to regularly burn the midnight oil. The recruiter isn’t there to judge but to find a candidate who will be fine with living it like it is.
To read more about what Geoff Bagg had to say on matchmaking in HR Reporter, click here.