One of the current issues that I keep encountering time and time again, with both my coaching clients and the recruiters in my training, is matching the right person, to the right role consistently. Whether the candidate doesn’t pass probation, or the client isn’t happy with the fit, I see far too often recruiters having their heart broken because all the hard work they have done goes to waste.
The answer is simple, and is made up of two actions that will guarantee consistent fits, time and time again.
1. Have a system to judge whether the candidate is right for the role. I don’t mean your agencies pre-described questions – I mean have something that you personally use to assess candidate fit. The system I use is below.
2. Know more about the candidate and more about the role – this is simple. Make sure you do your research about the role, about the company and about the culture.
These two simple actions certainly contributed to making me successful. The model I use for ensuring a good fit is the CAN DO, WILL DO, WILL FIT model, outlined in greater detail in The Art Of Recruitment – Revised Edition.
? Can Do – Does the candidate have the basic skills needed for the role?
Do they have the qualifications, and do they fulfill the prerequisites at a skill level? For trades recruiters, this might mean do they have all of their certificates, licenses etc. Do they have experience? This is fairly obvious, and you will normally have a good idea following phone or face to face interviews.
? Will Do – Will the candidate to the job?
Assess their motivations and their values. If you’ve done the appropriate research of the role and the company, then it will be clear what the client is looking for, and the values of the organization. By teasing out the motivations of the candidate, you can match the values in your own head, to ensure there will be no significant clashes, and that the candidate will stay loyal.
This might require questions like – What are the top 3 things you’re looking for in your next role? If the biggest motivator for the candidate is money, then you must be careful that the candidate won’t be counter-offered and stay. Money was always an alarm bell for me. Answers may include career progression, a good working environment, more time off, etc. – Ask them about their situation, and know your candidate and his/her needs.
? Will Fit – This simply means the culture of your client’s organization.
Go down, see what the working environment is like, and know how the other employees are. It doesn’t matter how motivated the candidate is to perform and stay – at a basic level, if the culture of the client doesn’t align with the candidate, they will not stay. Would you work somewhere that you hated?
This, of course, involves a little more time and care and a lot more questions. But I guarantee it will increase your consistency, productivity, and more importantly, your billings!
Some short term pain will ensure long term gain in the future, and a little extra work now means a lot more rewards later. Remember, you clients and you candidates are you best advertisements!