5 Reasons Why Volume-Based Recruiting Doesn’t Work

In the world of HR consulting, there are generally two types of recruiters. The first type are volume-based recruiters, meaning that they fit as many candidates in as many jobs as possible. These recruiters are driven by numbers and data ,and are the most common type of recruiter. The other type are search-based recruiters, also known as headhunters. They discreetly search and approach candidates, and only present one or two ideal candidates to their clients.

In this blog we’ll discuss the perils of volume-based recruitment, and why it is far less effective than search-based recruiting.

1 Lack of industry connections

Volume-based recruiters are notoriously busy. They are frantically dealing with so many people that they forget candidates names and have only superficial understanding of the roles they are hiring for. By dealing with so many people at such a rapid pace, search-based recruiters do not have time to form the deep industry connections that are so crucial to recruitment. On the other hand, a good search-based recruiter will know many leading figures in their industry – both clients and candidates –  and be able to arrange a perfect match.

2 Failure to represent clients and candidates

Imagine a recruiter who reels off your company pitch 5 or 6 times per day. With every recital, his words lose meaning and his tone loses passion. Volume-recruiters have only a superficial understanding of your company and your role, based on the little they’ve gleaned from the brief. How can they represent your business and do your company justice? Not only do they misrepresent clients, they don’t know their candidates personally and will churn people through without even getting a chance to learn their name. Volume-recruiters are also notorious for not following up on the outcomes on a candidate’s application or interview and leaving them in the dark.

3 Recruiters lack the skills of great HR

Companies hire recruiters for their exceptional understanding of people and skills. Volume-based recruiters, working with numbers are relying on data and stats to do their job, and lack (or fail to exercise) what should be their greatest assets – their emotional and social intelligence. Volume-based recruiting defeats the purpose of recruitment services.

4 It gives the client what they want, not what they need

With so much work to do and so many people do deal with, volume-based recruiters turn into “yes men” when facing clients. They will say yes to a client’s brief without using their expertise in HR to push back on requests. A good recruiter will point out that the perfect candidate may not be the person you’ve asked for, and tell you exactly why. Clients don’t always know what their perfect candidate looks like, and they might not know much about recruitment at all.

5 It gives you the wrong person for the role

The toxic combination of time constraints, apathy and yes-yessing clients gives you a recruiter who often, sometimes willingly, puts the wrong candidate forward for the role. By contrast, a search-based recruiter takes the time to understand your role and represent your company with care and attention. They don’t waste your time with multiple or unqualified candidates, and only present one or two that are perfect for the role.

Looking for an alternative to volume-based recruiting? Search no more -> quadrant exec.com.au

 

How To Use Storytelling For Talent Acquisition

Sure, storytelling is used in film and tv to create great entertainment, but it’s increasingly being used in corporate contexts. Just as storytelling is used in marketing to attract buyers, so too can it be used to draw top talent your company. While many roles have similar responsibilities, pay packages and quirky open planned spaces, each company has its own story. Telling that story differentiates your role from the rest.

What it’s Not

You probably think that you’re already telling the story of your company by discussing the values or ethos of the business. But have you ever noticed how many other companies list respect and innovation among their values? Company values do not equate to your company story, and they’re usually overused cliches. Fortunately, you don’t have to write as well as Stephen Spielberg to tell a good company story. All you need to do is focus on what makes your company unique.

Consider the Company

The first step to telling your company story is sitting down and considering each individual part of the whole and getting a feel for each one. Here is a list of all the aspects you should consider and some questions you can ask.

The team- Why would someone enjoy working with this team? What is the social atmosphere like at this place?

Growth – How does the company facilitate professional development for its employees?

Processes –  How would someone get their job done at the company? What sort of steps would they need to take, who would they need to engage with?

Environment – What are the benefits of the location,and how does the internal space affect the work done?

Values – Dig a little deeper than the cliches on your company’s site.  When it comes to communicating values, the company’s actions speak louder than words.

Bragging Rights – What single perk would an employee brag about to their friends?

Next, Differentiate…

Now that you’ve got a holistic feel for the company and all its parts, it’s time to pick out a few of the best points you’ve come up with. These will become your “point of difference”, setting you apart from competitors.

Give a Thought to Audience

Telling your company’s story to all and sundry will make for a confusing plot. It’s time to hone in on your target audience and write for that dream candidate. One strategy is to put yourself in your candidate’s shoes and share a story that would resonate with them. You could also draw from the experiences of those existing employees with whom your desired candidate would share a lot in common. In this way, you’d be writing an engaging and concise company story that most appeals to your candidate.

Want even more recruitment & hiring tips? Connect with us on LinkedIn.