Our process is built around three key positions. Before we talk process, we should make these positions clear.
The criteria established by our client when we are given a job order will be used to identify a potential candidate pool for that position. In that candidate pool, there will likely be numerous candidates who are qualified and available for the position. The hard work and the art of recruiting is to understand and evaluate the qualified candidates, separating out the average or mediocre candidates, and engaging the best of the candidate pool.
PENTAD’S POSITION: We exist because our clients are interested in hiring excellent candidates. Our job is not to get a qualified candidate hired by our client. Our job is to present our client with excellent candidates. Those candidates who make it to the final stages of our process must represent the best candidates available in the defined labor pool.
Many recruiters subscribe to the idea that by creating a database or an inventory of candidates that this inventory can be tapped as client orders come through. The problem with this approach is that the best candidates are not on the market long. 14 days after an excellent candidate is on the market, he or she is already in a couple of serious hiring pipelines. Excellent candidates get recognized early when they go on the market, and they get hired in 30-60 days. There is not a lot of shelf life for an excellent candidate in a resume database. The inventory gets filled with the tire-kickers, job hoppers and perpetual job seekers. If it helps, think of the resume database, or inventory as a static block of candidates representing the average, the mediocre in the candidate pool. Think of the excellent candidates as a flow that is constantly moving in and out of the pool. Excellent candidates enter the flow, get identified by employers, get into the hiring pipeline, accept a position, and flow back out of the pool. It is cheaper and easier to reach into the inventory and pluck out a candidate. It’s more expensive and harder to source candidates from the flow.
PENTAD’S POSITION: Generate fresh candidate flow for each job order, Identify excellent candidates early and get them interested in the position and into the hiring pipeline early.
Other recruiters feel that a recruiting system alone can get the job done; they feel that knowing the job requirements and finding a resume that meets those requirements is good enough. They have recruiters in front of screens and on the phone introducing candidates they have never met to clients they have never met.
PENTAD’S POSITION: Know your client well; know their team; know their culture; know their facilities and understand what kind of employee they are looking for. Then meet your candidate on paper, meet your candidate on the phone and meet your candidate face-to-face. Take a measure of their energy, their veracity, their commitment, their sense of responsibility; look in their eyes and project them into your client’s facility.