When approached by a recruiter for a potential partnership, many employers default to the response, “We’ll talk when hiring needs arise, but we’re good for now.” While the intention behind this response comes from the desire to preserve resources, it ends up putting businesses at risk of missing out on a wealth of opportunities.
Timing is a key consideration that too many hiring departments overlook. The most successful relationships between employers and recruiters form before hiring needs arise. That way, before the recruiter begins their talent search, they already have a deep understanding of the organization’s culture, values, and skill needs.
The Recruiter’s Role as an Extension of the HR Team
On the surface, a recruiter’s role is to fill talent needs on behalf of employers. But really, even though recruiters act as their own business, they are most successful when treated as an extension of the employer, specifically their HR team.
How come?
When recruiters are treated as extensions of an organization rather than a separate entity, they gain a more profound understanding of the company’s values, culture, and needs. Therefore, they are better equipped to attract talent who demonstrates the appropriate skills and will fit in with the organizational culture.
Further, when treated as a team member, recruiters develop a stronger rapport with the HR team, creating better communication and cohesion.
You Need a Recruiter Who Understands Your Company’s Culture and Values
Recruiting candidates who are a good cultural fit poses many benefits, including improved employee engagement and retention.
In fact, according to a Randstad analysis of 200 workplace studies, cultural fit was more important in predicting an employee’s commitment to their employer than any other factor, including skills, talent, and experience.
Recruiting talent who is more likely to be engaged at their new job saves companies thousands in turnover costs. When organizations collaborate with recruiters who already know what would make someone a good cultural fit for their team, they are rewarded with more dedicated talent.
The Importance of Building a Recruiter-Business Relationship Around Trust
As recruiters, establishing trust with our clients is not just important; it’s vital. When I inform my clients about the potential talent they might miss out on due to a lengthy hiring process, they trust my judgment. When I provide them with market insights and salary information, they know it’s in their best interest. This trust is the foundation of our successful partnership.
In a competitive hiring market, where many factors contribute to talents’ decision to accept an offer (and to stay at an organization), employers need to be able to trust recruiters to consider both market trends and the company’s needs. The only way to do both is to have an already established relationship built on trust.
A good recruiter knows the ins and outs of hiring trends for your industry; a great recruiter knows how these trends will impact your business specifically. So even when there are no urgent hiring needs, business leaders are investing in their organization’s future by nurturing relationships with recruiters.
Strong Business-Recruiter Relationships Lead to Better Candidate Experiences
It’s not uncommon for candidates to be turned off by a potential opportunity when the recruiter and employer don’t seem on the same page.
According to Bullhorn’s 2022 Talent Trends Report, 66% of candidates say they have “given up on a promising opportunity because it took too long.” When recruiters and hiring managers have an established relationship, their communication is more consistent and reliable, which then trickles into how recruiters communicate with candidates.
Further, when recruiters are in sync with employers, they can more readily answer questions candidates have about the organization, eliminating the need for tedious games of telephone and other communication inhibitors.
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Conclusion
Employers have a lot working against them in this intense competition for talent, making the recruiter’s role all the more vital.
By forming relationships with recruiters before hiring needs arise, employers can trust that they are working with a recruiter who truly understands the company’s needs. Further, recruiters can better sell the experience of working with the company to potential hires who may be uncertain about leaving their current positions.
When employers can trust not only a recruiter’s expertise in talent acquisition but also their understanding of the company’s mission, goals, and culture, organizations will find great success in acquiring and retaining top talent.
