3 Common Mistakes That Can Undermine Your Technical Recruiting Efforts

Working with a recruiter to find and hire strategic technical personnel can save you time and money, and can land you some of the most coveted professionals in the industry. But over the years, we’ve also seen common mistakes in recruiter-client collaborations that can undermine the recruiter’s ability to meet your needs. If any of these sound familiar, you have a great opportunity to make changes—and see dramatically better results!

#1 – Send your recruiter vague, inaccurate, or unprioritized job requirements

When you send us your requirements, we’re going to take you at your word and find candidates that match them. But if your stated requirements aren’t actually what you need, or if there’s a significant prioritization we don’t know about—for instance, if you’re pretty sure you can’t get everything you’d like, but some elements are must-haves while others are nice-to-haves—we need to know that to send you the right candidates.

Solution: Take some time up front to develop your requirements and run them by your hiring committee. Make sure everyone is in agreement that a candidate with those skills and experiences is exactly what you’re looking for.

#2 – Take your time getting back to the recruiter

When we send you a candidate, we’re confident that person is an ideal fit for your needs. But if you drag your heels on getting back to us so that we can schedule interviews or make an offer, you may lose a great employee to another company (maybe even your competitor!) who’s more timely and responsive.

Solution: Make sure your hiring manager prioritizes the recruiting process and has the authority to make timely decisions. Immediate feedback for the candidates encourages them to stay the course through the recruiting process and maximizes the probability of a successful hire.

#3 – Only talk to your recruiter when you have a position open

When business is changing fast, it can be hard to predict what kinds of positions you’ll need to fill and when. But if your recruiter doesn’t know what’s in the works, we can’t watch out for your needs. For instance, you may have a new technology or market initiative planned. We’re always talking to potential candidates—even those who aren’t on the market yet, but are starting to feel out possible opportunities. If we know there might be a good fit, we can give you a heads up so you can be ahead of the curve.

Solution: As much as possible, let us know where your business is going, and how that might impact your hiring needs. There’s a good chance we can have ideal candidates lined up as soon as you’re ready to launch—or as soon as the candidate is ready to make a change.

Webster & Webster: Redefining Recruiting