One of my clients recently shared a recruiter job requisition with me. It was so on point that it could have been written just for him. But more importantly, two things stood out immediately …
— This recruiter had intimate knowledge of both the company and the position. That is exactly the kind of recruiter relationship every candidate, current and future, should want to be pursuing. When a recruiter has a strong relationship with its client company, it translates to better hires who fit within the corporate culture. I also believe it is a pretty good indicator that communication within the company, at least at the senior leadership level, is strong.
Further, retention is still a very critical issue for most companies (a recent study suggests only 23% of HR is even concerned with retention) and that translates to a huge expense, both in money and in productivity.
— The emphasis on “soft skills.” A full page of preferred personal attributes was included in the 10-page requisition. This particular client is fully immersed in the branding process, and this list, obviously key points for the company culture, affirmed for him the importance of distinguishing himself with a strong brand.
And it isn’t just Chief Financial Officers possessing strong personal attributes that is critical, either. According to a recent Robert Half survey, CFOs look for integrity and strong communication/interpersonal skills in selecting top managers for promotion.
So what are you doing for your brand and your recruiter network today?