ENGAGED

RECRUITING

AND THE DEATH

OF

TRANSACTIONAL

HIRING

Anything else isoverrated!

PLANNING VS REALITY

Have you ever had to hire someone because they were theonly candidate even close to what you needed, and yourproject was starting within a week? After months ofsearching and interviewing candidates, you have only twocandidates, of which one is great but is asking for a hugesalary you can’t afford, and the other has plenty ofrelevant experience but also an attitude issue. Othertimes, it takes months to find the right person. Waitingthat long would put you at a great loss of time and missedmarket opportunities.

No organization should haveto go through this muchtrouble to hire the right

people. So what's the

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alternative?

Although we have been on the market for 25 years andhave placed a staggering 25,741 candidates over the years,we are constantly on the lookout for changes in themarket. Changes aren’t always obvious, and when theyare, you're already late to the party. The advent ofintelligent and automated technologies signaled thebeginning of change in recruiting strategies and tactics. The traditional model wasn’t working anymore: runningjob ads online and in print media don't appeal to passivecandidates who aren't looking for a job – especially inperiods of low unemployment, internal hiring has limitedapplicability when growing the organization, and using jobboards produces volumes of unqualified candidates,creating more work than they're worth. We heard HR managers complain about having hiredcandidates that quit within their first 6 months orghosting as of their start date, leading to a loss equal to 2-6 times their salary. Staffing agencies or so called "resumeshops” used to have a lot of success getting hiringmanagers' attention by providing them with countlessunverified resumes for often unqualified candidates.

Recruitingshouldn’t costan arm and aleg or be cheapin quality. Why can’t youhave access toa recruitingstrategy thatdelivers qualityat a price tiedtoperformance?

Truly effective recruiting companies were focusing on high value executive positions andwould demand massive retainers running upwards of 35% commission on annual salary.

THE SOURCEMATCH ENGAGED

RECRUITING PROCESS

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Treat the cause, not the symptom.

IT ALL STARTS

WITH THE TRUE MEANING OF A

RECRUITING PARTNER

The prerequisite of any successfulpartnership is that the parties have rightsand responsibilities. They share the effortand reap the benefits. If there’s animbalance, the results will affecteveryone. What makes a great partner istheir vested interest.

A vested interest isn’t about “us and them,”it’s about going to war on deliveringnothing short of victory. It is said that inancient Sparta women would say to theirhusbands and sons going out to war: “Comeback with your shield - or on it.” (Plutarch)

"What makes a great partner is theirvested interest."

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• What can you do to engage only withcandidates that are qualified?• How do you know if candidates are trulyinterested in the job you have to offer?• How do you ensure that the rightcandidates are being approached by therecruiting company?• What’s the best way to hiring the rightpeople the first time around, thus saving timeand money?

• Why do candidates quit within months ofhiring?• How do we eliminate discrepanciesbetween employer and candidateexpectations?• Is there anything we can change in ourrecruiting process that will increase thequality of the relationship with candidates?• Who are the stakeholders that need to beinvolved in the recruiting process?

These challenges lead to a few questions:

Either the hiring organization islooking for someone to just fill a seat, dothe job, show up at work, etc. In this case, ithas no intention of clarifying the purposesince there’s no planned connectionbetween hiring and vision, mission, goals,and bottom line.

Or more likely, the recruitingcompany sees the relationship with thehiring manager and candidates as a meretransaction or commodity exchange andacts as a broker. All its actions are thenlimited to a “buy-sell” framework. Althoughthis approach does the job of puttingbodies in seats, it falls short of fulfilling thehiring organization’s true need.

When an organization works with a recruiting company, they haveone expectation and need that’s not always clear: “find and hirethe best candidate so they can contribute to the plans and goals ofthe hiring organization.”

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Whenever this goal isn’t made clear, it causes an imbalance:

BEING “ENGAGED” IN THE

RECRUITING PROCESS IS WHAT

MAKES THE DIFFERENCE

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We’ve all been there and have seenrecruiting efforts fail miserably whetherthat’s in the search, selection, assessmentor interviewing stages, or even post hirewhen the mismatch of expectationsbecomes truly visible.

The hiring organization suddenly has anew employee who’s half-motivated atbest, who's finally able to access all thebackstories, water cooler discussions andunspoken rules of their new employer,and a recruiter who's only interested inmaking their year-end bonus orplacement commission. The recruitingpartner has the responsibility of helpingthe hiring organization and thecandidates avoid this situation.

The word “engage” has multipledefinitions, but the one that stands outis: “pledge or enter into a contract to dosomething.” Add to that synonyms suchas: promise, agree, vow, covenant,commit oneself, bind oneself, undertake.It suddenly becomes clear that therelationship between the recruitingpartner, hiring manager, and candidatesis one of commitment.

With a “vested interest” mindset, SourceMatch seeks tocreate a win-win-win situation for the hiring managers,the candidates, and for the recruiters.

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WHAT DOES ENGAGED RECRUITING LOOK

LIKE IRL (IN REAL LIFE)?

We’ve been in a position where“commitment” has been the key to oursuccess for more than 25 years.

Engaged Recruiting is a powerful, intricate,yet very practical framework that ensuresall three parties are satisfied with therecruiting process and its results.

We start with a kick-off discussion withthe hiring manager, Human Resourcesrepresentative and other subject matterexperts from the hiring organization. Thegoal is to understand what makes asuccessful employee in the hiringorganization. This varies from oneorganization to another in the market andeven within the same industry.

THERE ARE 5

KEY FACTORS

TO ENGAGED

RECRUITING

In order to achieve that, we develop aformal and informal understanding of thejob. It requires a thorough breakdown of alltangible and intangible aspects from theperspective of the hiring manager, thecompany, the current team members, andentails a short, mid andlong-term outlook.

Complete Job Overview

The SourceMatch team reaches out to thebest candidates in an effort to understandwhere they are in their career. This firstconversation is just that: a discussion aboutthem, and not the job. Candidates areindividuals that have expectations, personallives, families, dreams, goals, and aspirations.All of this information will help the recruiterunderstand whether the role for which weare considering the candidate is a fit for themas well as with the hiring organization’sexpectations.

When our team sees a fit, we’ll schedule anin-depth interview which covers behavioralcomposure, experience, education, skills,potential and fit with the hiringorganization’s culture. Specific to each role,candidates will take a set of assessments tofurther identify areas of strength andimprovement.

Career status

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Searching for candidates goes way beyond mere job boards. While thetypical avenues still provide access to well qualified talent, they miss outon those who don’t use them.

Talent mapping targets all candidates (active or passive)and will also include forums, associations, and otherplatforms that professionals use to share their knowledgeand expertise.

TALENT MAPPING

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More than 60% of all professionalsaren’t actively looking for a job andwill not apply on your careers pageor on job boards.

It’s estimated that 40% ofprofessionals aren’t actively updatingtheir resume on job boards orprofessional social media platforms(i.e. LinkedIn)

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It gives them a multi-faceted view of the candidatewhich adds 3 times more information than available ina typical resume. The 360 Candidate Profile enablesthe hiring manager to eliminate the guesswork when itcomes to hiring and increases the data that helpspredict the candidate's fit with the job andorganization, performance and productivity,motivational factors and possible career developmentpaths.

360 Degree Candidate Profile

The 360 Degree Candidate Profile is then created andincludes a summary of why the candidate isrecommended for the role, compensation and careerexpectations, in-depth interview information,assessment results, as well as their resume. The hiringmanager is presented with a short list of 3-5candidates.

Stay human

Staying human has a special meaning for us. We useadvanced software tools with automation and artificialintelligence features to make our work more effective andeliminate time waste. However, there’s nothing that canreplace human empathy, a kind approach when writingcandidates who haven’t passed the selection steps, or simplyunderstanding the personal needs of the candidates thatinfluence their interest and availability for a job. Alsoconsider how personality, character and behavior influencethe hiring decision, as well as the candidate’s experience inthe recruiting process and eventually the employee’sexperience in the hiring organization.

Staying human means that recruiters will not polish jobopportunities just to get candidates to apply for a job, whilesetting wrong expectations. We take care to present all theadvantages and challenges a job will bring so that candidatesmake an informed decision. The same applies for the hiringmanager, since it’s very tempting to present each candidatein the best possible light. However, it can never be done atthe expense of truthful representation.

PLACEBO?

NOT QUITE.

Engaged Recruiting is the first step in along-term people-oriented strategy that canhelp organizations find, hire, retain anddevelop the best talent. By itself it’s a strongstart and combined with the right talentengagement and professional developmentefforts, it significantly increases the probabilitythat all the right people are on-board to fulfillthe organization’s vision.

OUR "WHY"

For our teams, there’s no better satisfactionthan seeing a thrilled professional who’sfound the next step in their career and ahiring manager who looks back after 6 or 12months and pats herself on theback for making a great hiring decision.

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EMPOWERS

ITS CLIENTS TO ACCESS, HIRE, MOTIVATE AND

RETAIN THE BEST TALENT.

LET ’S DISCUSS TODAY HOW TO

GET STARTED WITH YOUR OWN

CUSTOM SOLUTION .

Get started