Lets Define Good Recruiting

In my office we work with professionals who know how to build excellent structures. Exquisite homes, huge high-rises, strict OSHPD and DSA projects, and massive apartment buildings. Each type of work brings unique challenges to which these construction professionals must devote themselves to solving efficiently. It would be ludicrous for myself, a recruiter, to counsel them on how their project must be constructed. Conversely, it would be ludicrous for them to expect great results while telling me how to recruit. Who understands building and who understands recruiting?

YOU CAN'T HIT WHAT YOU CAN'T SEE

Good recruiting with us is a relational workflow every single time. We develop a meaningful understanding with those responsible for hiring, understand the details of the role, understand the reason for the role, understand the opportunity for growth, understand the commitment from the company to the candidate, understand the timeline, understand the budgetary constraints, and understand the future of the company. There is a lot of understanding to do because good recruiting serves everyone’s interest and you have to know what the target looks like to hit it.

Recruiters have a solemn responsibility to understand the particular requirements of the role and their client’s expectations, furthermore, we have the role of mediator and guide on each side in the process. Getting it wrong costs money, reputations, time, and organizational stability. Because of the profound responsibility we have for the success or failure of our client’s hiring efforts, it is incumbent upon us to say “no” to clients and candidates who want to shortcut the process.

A TIME TO WALK AWAY

Recently a company interested in our services declined to talk about their need and instead asked to see our standard search agreement and the candidate’s resume, a request which was denied. The prospective client is not always right. We don’t blast our candidate’s resume all over tarnation for the market to see in hopes of a good fit and we don’t shove the always-interested-in-seeing-what-is-out-there job hopper down your throat. We are intentional, precise, and candid. The good recruiting process takes time.

The takeaway is good recruiting requires effort to build relationships and understanding. We can’t help you build your company with shoddy processes, so don’t pressure us. Perhaps these pixel words are wasted because those that don't get it never will. Only work with us after you know us and trust us.

After all, how silly is it to trust a recruiter to represent your company if you don’t even know how their process works, much less know anything else about them?

TJ Kastning is the Construction Search Director at Search Group International, a recruiting firm in Coeur d'Alene, Idaho. To learn how to work with him call (208) 215-6563 or email tj@searchgroupusa.com.