The Human Factor
Whilst automated recruitment has taken centre stage in the talent industry, one needs to question is it really a sustainable talent acquisition strategy? The most fundamental dynamic of this strategy is missing… the human factor. Forging relationships is of utmost importance for top level engagement, retention, and growth.
The most fundamental dynamic of recruitment can at times be missing… the human factor!
A consultative approach to recruiting does just that - makes real connections with real people, and most importantly, not only in favour of the client, as one is often led to believe but with equal empathy for the candidate.
In the old days recruitment comprised of an agent on the High Street, a piece of paper with client specs, a bunch of CVs and a Rolodex. There was no consultation with the client, or heaven forbid the candidate, and it was very much a geographical match.
Behind the shopping list
Not many companies who hire staff or even professional recruiters always consult with potential candidates, which begs the question, “Does the said company or the recruiter really have an idea of the essence of their potential employee?”
There are so many things lurking behind the shopping list of basic requirements that can so easily be fobbed off like cultural fit and distance to travel.
What if the hiring team of a small company employed the perfect candidate for a position as Sales Executive but failed to enquire about her aspirations to be Sales Director in 5 years, and then 2 years later were dismayed when she left when there was no room for growth.
This is where a seasoned and professional recruitment consultant is vital to any talent acquisition strategy.
EQ8 Recruit categorically understands the subtle innuendos behind the Job Description that client’s tell them about, which is why the candidate interview is so incredibly important.
That conversation, that interview, that questionnaire and ultimately that human touch, that is the foundation of who we are at EQ8 Recruit.
Of course we cannot read every CV top to bottom, and we do rely on our Digital Technology that allows us to scan the CV’s to make sure the specific keys words for skills and experience are there. The presence of soft skills will only appear in the interview but our technology allows us to shortlist the best candidates, and yes, we might reject people, but not because they don’t match everything, but because there may be other people who have more relevance and experience than them.
For example, the job spec may say 10-years’ experience – but the client has said in consultation that if you find someone with more than 10 years-experience that would be a bonus ~ that is what we say is ‘behind the shopping list’.
Of course, as professional consultative recruiters we will always abide by the “brief” – that verbal understanding of who they need for us to decide on based on skills and experience first. But truth be told it’s that conversation, that interview, that questionnaire and ultimately that human touch that is the foundation of who we are.
It’s our job as recruitment consultants to make sure by the time our client gets a CV that we have done our homework and been in the trenches with the candidate.
The human touch
Many years ago, owner and founder of EQ8 Recruit, Tracey Shearer, had a candidate who was not opposed to relocate from South Africa to Singapore, yet rejected the offer because she hadn’t asked one simple question, “Do you have pets? Once the candidate’s wife found out how long her beloved felines would be in quarantine it became a resounding dealbreaker.
In that rookie mistake Shearer had ostensibly wasted both her client and her candidate’s time.
A few years later whilst negotiating a lucrative job for a candidate to relocate from Norway to Malaysia one of the first things Shearer discovered was that the candidate and his wife had an elderly cat, and the way in which she handled this information would make all the difference. She personally did the research on the length, and cost of quarantine time and literally counseled the couple throughout the process. 10 years later she heard the cat had passed onto catnip heaven but the candidate and Shearer will have a forever bond over a seemingly inane question.
Another example is about something as bland as the weather, when a couple relocated from the sweltering humid heat of India to the frigid freezing damp of Aberdeen, Scotland – they lasted a brief but agonising 6 months before throwing in the towel.
Always be asking
By the time our client sees a candidate, at EQ8 Recruit we have crossed all the t’s and dotted all the i’s.
One of most important things EQ8 Recruit staff learn is … Always be asking! You have to think of all the practicalities. It’s not just about, “Can you do the job?” There is so much more to consider. It’s all very well for a candidate to say, “I’ll move anywhere as long as it’s a job and pays well”, but is the candidate really, and truly committed to relocating? Even from London to Glasgow? Is the candidate really being pragmatic?
As a consultative recruiter it’s imperative that you ask probing questions like, ‘Have you thought about your resignation?’ ‘Have you thought about packing up your home and moving to location X?’ ‘Have you got the resources to relocate?’ ‘Where will you live?’ ‘How will you fund the relocation if the client doesn’t pick up the tab?’ ‘What does your family feel about the move and how will they adjust?’ By the time our client sees a candidate we have crossed all the t’s and dotted all the i’s.
Other recruiters may well have a database to dip into, but because it’s often not technically friendly, they can’t find what they are looking for ~ the people. For example, we can very quickly find everyone who has an Engineering degree in a designated area, and at the drop of a hat we can email 500 of them with a job spec. We are incredibly proud of our dynamic database where candidates can update their information from their current location to their job title.
When hiring companies are too slow in making their offer, they can lose valuable talent that has been spotted by another discerning hiring company.
This is what makes us slick, nimble, and quick. It also allows us to give the courtesy to the applicants who are not successful by sending a prompt and empathetic email.
We have a strict policy to regularly update candidates on the progress of their application, even if it’s 100 emails on a Friday afternoon – people appreciate that. Silence is unnerving.
Our consultative approach equates to the human touch, making sure that candidates don’t just tick all the boxes but actually fit all the boxes.
We partner to our client’s talent acquisition strategy striving to save them both time, effort and money. We sometimes see a client not recognising that a candidate has several other opportunities and has simply been too slow in making their offer, thus losing a valuable talent that has been spotted by another discerning hiring company. We can endeavor to alleviate this from happening.
Talent Acquisition without people is quite simply talentless
Far too often companies hiring talent don’t recognise recruitment consultants as invaluable partners within their talent acquisition strategy, often just sending a Job Description and frequently with little constructive feedback. Talent Acquisition without people is quite simply talentless. The first thing that a hiring company should be looking to define and refine their talent pool, is building a partnership with a third-party recruitment service provider they can trust. That partner will get to know your company culture and your talent acquisition strategies, not just for today’s immediate solution but for tomorrow’s talent fit.
It’s a perfect marriage of techno genius and emotional intelligence - EQ being the very ethos of our name - where we rejoice equally both our candidates and clients… and of course, the cat!
As a consultative recruiter we nurture a talent pool, keeping candidates involved all the time. We have software that uses a bot, aptly named Grace, who engages with candidates allowing them to update their current work status, qualifications, and aspirations. It’s a perfect marriage of techno genius and emotional intelligence - EQ being the very ethos of our name - where we rejoice equally both our candidates and clients… and of course, the cat!