IAMRAD’s Post

🚀 Why Use a Recruiter? 🚀 On Tuesday, we secured 5 contract roles with a major retail organisation. The catch? They require in-office work at a less-than-ideal location. Here’s how our streamlined process turns challenges into opportunities: Our Process: ➡Wide Net: We start with a broad search, having brief conversations with potential candidates. ➡ Focused Shortlist: From there, we create a shortlist and conduct 30-minute phone screens to further qualify candidates. ➡Efficient Evaluation: We compiled 10 resumes with video assessments for each candidate, eliminating the need for a two-step interview process. The Outcome: ➡Quick Turnaround: Final one-stage interviews are booked for Tuesday and Wednesday next week. Satisfaction Guaranteed: ➡Clients enjoy a hassle-free, efficient hiring process, while candidates appreciate the simplicity of a one-stage interview. 🔥Using a recruiter ensures efficiency and satisfaction for both clients and candidates. Everyone wins! Happy Friday and have a wonderful weekend!🔥

What hiring managers see: A candidate's resume sent via email or messaging. What hiring managers don't see: - The extensive effort involved in sourcing top-quality candidates - Screening dozens of resumes for each position - Conducting hours of interviews - Collaborating with teams to understand job requirements - Coordinating schedules and managing communication with candidates - Evaluating cultural fit and potential for growth within the company - Negotiating offers and onboarding new hires The unseen work behind the scenes is what makes finding the right fit so rewarding. It’s a meticulous and time-consuming process, but the result is a team that thrives and drives the company forward. Here's to all the recruiters and hiring managers who work tirelessly to match talent with opportunity!

137% of hiring managers believe they are excellent at interviewing and hiring. By that logic, the candidates you interview and like are the best on the market. Therefore, other hiring managers want those candidates too. For these reasons, I’m emphasizing urgency this year. Not rushing, but urgency. • Those 7 interview steps you like to spread out over 19 weeks? Condense them to 2 weeks. • Found the perfect fit but want to interview 6 more candidates for comparison? Have clear criteria, know what you want, and when you find it, make a move. • Recruiters: drive the process. Don’t hesitate to follow up with hiring managers and candidates. Make things happen. • Candidates: apply, reply, and be available for interviews. Follow up just enough to show your commitment to the role. Make it happen! 

Hiring doesn't have to be a headache. Finding the right candidate can sometimes feel like navigating a labyrinth. From sifting through countless CVs to conducting numerous interviews, the task can be time-consuming and overwhelming. A top-tier recruiter, however, can be a game-changer for your hiring strategy. Leveraging the expertise of a specialist recruiter can streamline your hiring process significantly. They bring their vast network, industry insights, and a keen eye for talent, ensuring you find candidates with the right skills and align with your company culture. This saves time and reduces the risk of a costly bad hire.

I could not agree with Brendon more. Aside from the very valid point he is making you may learn something about the candidate that will bring value to your company that isn't on their resume. A resume is a snapshot of someone's experience and highlights of their career, however, it doesn't tell the whole story.

Frustrated with interviewing candidates that just don’t fit? Direct hiring can work well if managed by a seasoned recruiter. However, a recent experience highlighted the challenges of running ads directly. The company faced issues with low quality and relevance of applications, discrepancies between CVs and in-person interviews, and a lack of suitable candidates that fitted the company culture. After our engagement, a shortlist was delivered in just 3 days, with a total of 5 hours spent interviewing by the business. An offer was made and accepted swiftly, streamlining the recruitment process significantly. If your direct hiring process is not yielding the expected results, reach out for a simpler and more effective recruitment approach that aligns with your expectations. #newhire #recruitment #directhiring

Hiring Managers - if you do this, DO NOT USE A RECRUITER. Not even clickbait, I promise. I'm deadly serious. As a hiring manager, if you engage a recruiter, you should commit to interviewing a minimum of 3 candidates from the shortlist, even if you don't think they've quite nailed it. Using constructive feedback from interviews is the secret ingredient to refining a search and getting the best outcome for your business. If you're not going to do that, just chuck up a SEEK ad and review the CVs yourself.

This is a question for anyone with experience working with a recruiter, although more specifically, engineers as that is my area of "expertise." :-) As a tech recruiter, I always strive to improve every aspect of the recruitment process. From outreach, interview prepping, offer negotiations, and everything in between, I want candidates to have a positive experience and be set up for success. - What have you found most helpful/impactful when working with a recruiter? For example, being introduced to a company you might not have heard of prior or getting prepped for interviews so you are set up for success. - Least helpful/impactful? - What do you wish recruiters would do differently to set you up for success when interviewing? Comment down below 👇

💡 An interesting (and it seems controversial) take on partnering with a recruiter vs DIY. What do you think? We analysed the results of all of our searches last year: Heart Talent clients meet 85% of the people we recommend. Hiring managers spend 6-8 hours TOTAL on their recruitment process. We do the heavy lifting, 96% of our projects are successful. Time is precious. When you engage a recruiter, you're paying for a professional service. A problem solved. Results. ROI.

Frustrated with interviewing candidates that just don’t fit? Direct hiring can work well if managed by a seasoned recruiter. However, a recent experience highlighted the challenges of running ads directly. The company faced issues with low quality and relevance of applications, discrepancies between CVs and in-person interviews, and a lack of suitable candidates that fitted the company culture. After our engagement, a shortlist was delivered in just 3 days, with a total of 5 hours spent interviewing by the business. An offer was made and accepted swiftly, streamlining the recruitment process significantly. If your direct hiring process is not yielding the expected results, reach out for a simpler and more effective recruitment approach that aligns with your expectations. #newhire #recruitment #directhiring