For some people a recruiter is a “necessary evil” … someone that they call as a last resort, when they are desperate to fill a role. The rest of the time they will avoid them.
The fact is that in addition to being a source of talent there are many reasons why a hiring manager should cultivate a relationship with their recruiting supplier, especially when there is no immediate and burning need. The recruiter is a great resource that can help with a number of management challenges … so I would counsel hiring managers to put their recruiters to work!
Today I will focus on how a good recruiter can help you improve your existing team. This is especially important during quieter economic times.
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” Ronald Reagan
During a downturn, excellent talent comes on the market or at the very least is willing to have conversations about other opportunities. It might be their company is struggling, a project lost funding or just the uncertainty of their particular situation … but it spells opportunity for the astute hiring manager. Especially if they have a good recruiter finding these people for them!
In my management experience the number one source of pain has always been the underperforming employee with the attitude problem. They might do just enough to “get by”, but they cause their manager heart burn, take more management time than the rest of your staff and they disrupt the team dynamics.
I would suggest that most managers that have a number of people on their project, or working for them will have their “problem child”.
Imagine how much better your days would be if that person were replaced by someone like one of your top performers! Suddenly stress would be reduced, productivity would be increased and you would find time to spend on more enjoyable activities. Your team would be happier and so would you.
If you have a relationship with your recruiter you can talk about these things. You can have them keep an eye out for the “A’ player that might fit your team. If you have a relationship they will know the soft skills that are needed, they will understand the hard skills that are mandatory and they will not waste your time by firing over resumes of people who might just be another problem child.
Companies always talk about the cost of recruiting and how expensive it is … well think about the real return on investment in this one move! What dollar benefit would your company receive by replacing one poor performer with an “A Player”?
This is just ONE reason you need to have a relationship with your recruiter!