We have come up with a few interesting tidbits, having worked with human resources and hiring managers for some time now:
1. Delegate the "trench" work. Give your external recruiters all the pertinent info they need to qualify a best candidate pool (i.e., salary range, bonus %, replacement or new, time factor, etc.). Even last names of candidates already submitted is a huge time-saver for everybody's time element. Top recruiters ask these questions and need this info.
2. Supply hiring manager (HM) "hot buttons". Give your recruiter the top 3 bullets points that your hiring manager can't do without. What are the best skills HM wants in the ideal candidate realizing she/he can't get the perfect candidate all the time.
3. Insist on a candidate write-up or skill set summary included with resume. Require your recruiter do a brief summary on the candidate with SPECIFIC details and insight as it relates to candidate. HM's love this! This makes your HR job a lot easier too.
4. Communicate with your recruiter. Email and/or call your recruiter with an up-to-date candidate status report. A quick phone call works best. If the message is "keep candidate warm" then give reasons why. This will prevent recruiter voicemails from filling up your inbox!
Keep in touch...
Your Bio-Partners Search Group, LLC Team
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