Insights into the forces shaping our industry.

When your company starts working with recruiters, you expect quality candidates to be brought to your doorstep and that’s exactly what happens. But your company must take it from there. Your company’s internal recruiting process is just as important for wowing the candidate right into the arms of the company.

As a recruiter exclusive to electrical distribution jobs, nearly every candidate I present to my clients is already employed. Their reasons for wanting a change may vary, but companies should treat them differently than a blind or unsolicited applicant. The recruited candidate has already been screened, deemed qualified and is not just looking for “a job” but the “right job”.

I’ve seen companies handle recruited candidates in many different ways. Some treat them rather impersonally or immediately hit them with personality or aptitude testing before agreeing to a conversation. Others ask the candidate to fill out an application while others go into action to really sell the company. You might think the large publically traded companies would be the most impersonal but my largest client has by far the best recruiting process and therefore tends to land the best hires. After all, there is a precarious time between the decision to interview and the actual hire that is solely determined by the candidate’s impression of the company. If you have a good internal recruiting process you will attract, determine and land the “right” candidate, who will be at the company ten years from now.

Here are six secrets I’ve uncovered from companies that do a great job hiring recruited candidates by establishing a successful environment of internal recruitment. Are you doing these things in your company?

1. Recognize the difference between the applicant and the recruited candidate. Unlike a typical job applicant, the recruited candidate is not responding to a want ad or a hunch that you may need someone. They are already employed and don’t HAVE to be at the interview. Yet they have probably taken great pains to get there by taking a sick or vacation day, travelling or faking a doctor’s appointment to get to know your company better. Treat them warmly, with respect, and show appreciation for their time and effort. They have done you a favor by coming to show you what they can bring to your company.
2. Treat the candidate as already qualified for the job. That’s not to say you can’t ask them questions about their qualifications, requirements or past experiences, but asking them to fill out a job application after they’ve already submitted resumes, references, etc. may not give the candidate the best impression of the company. On the contrary, asking them to establish a paper trail to establish their worthiness before you meet them seems like an impersonal attempt to weed them out. If the recruiter has done their job well, you can confidently proceed with an interview.
3. Talk about the company, not the work. A recruited candidate comes to a company to experience the company itself. This includes the culture, personalities, work-life balance and fun of working at the organization. Show them around and sell the organization as you do. Share the vision of the company with the candidate and welcome their thoughts.
4. Talk about the intangible benefits. Accepting an offer isn’t always about the 401K or health benefits. Tell the candidate about your flex time, casual Fridays, company parties, fancy new coffee machine, free lunches, employee discounts, etc. or whatever company perks are available beyond their salary. Share personal stories of why you enjoy working at the company.
5. Find out what attracted the candidate to your company. This is a different question than “why should we hire you”? The candidate took a risk in meeting with you and they probably are seeking something in particular. Find out what it is.
6. Be clear about the next step. With an applicant off the street, you are not obligated to share your hiring timetable, but extend the courtesy to recruited candidates. Be clear about when you are looking to fill the position and even how many candidates are still under consideration.

In the end, people work with people, so work on your own first impression. As a recruiter for electrical distribution jobs, I can find qualified candidates for your open positions but then it’s up to your company to do the rest. If I can help you locate the best talent in the distribution industry for your company, please free to contact me at Egret Consulting.