Trust is Truth

Let’s face it – some recruiters have a terrible reputation.

Many employers feel burned from past experiences with recruiters where they felt that they did not get the quality of candidate they were seeking, or felt they were paying too much. But, it’s not just employers that have felt burned by employers.

Candidates also feel ignored and have felt like they were put in positions that did not adequately match their talent. Our mission at Ahoy Employ is to make recruitment honest and to ensure that all of our recruiters are trustworthy. How do we do that?

Recruiters need to build that trust with employers again.

So what can recruiters do about the lack of trust employers have with them? There are four key things that recruiters can do to build trust with employers:

Take an Interest – In order for employers to feel they can trust a recruiter, recruiters need to establish a relationship. Distrust hurts both the employer and the recruiter. It hurts the employer because they are working with a person they feel does not hold their best interest at heart. It is bad for the recruiter because it tarnishes their reputation and potential referrals from them.

Know their Need – Many recruiters do not take the time to get to know employers: the company, culture, management style, etc. and therefore do not know exactly what the employer is looking for. The more you get to know the company, the greater clarity you have to identify the perfect ‘fit’.

Communication – Communication is key. Recruiters need to make an effort to update hiring managers on how the search is progressing.  If recruiters are not making the effort to communicate with the employer on the status of their applications, will they care about informing the candidates on the status of their application?

Follow up – Part of building trust with employers includes maintaining that trust. It is important to follow up with employers afterwards and make sure that they are happy with their candidate. Ensure that you are always putting their interest ahead of your own by making a commitment to always finding them the right candidate for their needs. Also check in with the candidate to ensure they’re in it for the long haul.

Building trust with employers can seem like a tedious process, but the benefits are clear:  referrals. Trust brings more return business from your existing customer and referrals to new customers.

Ahoy Employ is the easiest way for employers to post vacancies and invite the most reputable recruiter in the industry to find top candidates. This is how it works.

Luke Gass, Founder of Ahoy Employ
Barbara Leist, Business Analyst at Ahoy Employ

Recruiters – Beneficial or Superficial?

Recruiters aren’t all bad…right?

Let’s be real. We’ve all had our doubts about recruiters. To employers, recruiters are often seen as a person who just wants a fat pay-check for doing simple administrative work. To candidates, recruiters are individuals who do not take time to thoroughly consider them as a potential fit for the job they are applying for.

So why do recruiters have this terrible reputation? Here are some reasons recruiters rub employers the wrong way:

  1. Resume Overload – Many employers are flooded with resumes of unqualified candidates. Their main concern is that recruiters are not spending adequate time trying to find the right candidate and are more concerned about filling the position as quickly as possible. To combat this, recruiters should pay special attention to the applicability of resumes that they are sending to employers.
  2. Unearned money? For many positions, recruiters can earn up to 30% of a yearly salary for a placement. This can cost companies a lot of money to fill just one position. If recruiters are finding candidates for several positions, it’s easy to assume that recruiters make a lot of money for merely doing a few administrative duties. Ahoy Employ recognizes this concern and gives some financial control to the employer by allowing them to set the placement fee.
  3. Lack of knowledge Recruiters have a reputation for not knowing much about technical requirements or industry requirements of positions in certain fields. While it is important that recruiters try to be as knowledgeable in the industries they are servicing, employers also need to make sure that recruiters have all the information they need about the position before they start searching for candidates. Employers can find qualified recruiters  with a proven track record, expertise and network in a specific industry through Ahoy Employ’s online platform.

 

Although recruiters may have a bad reputation in business, they are an important part of business growth and development. To find out how you can see who’s the best rated, most trustworthy, and dependable recruiter in your industry and city, schedule a demo with us today!

Ahoy Employ is the easiest way for employers to post vacancies and invite the most reputable recruiter in the industry to find top candidates. This is how it works.

Luke Gass, Founder of Ahoy Employ
Barbara Leist, Business Analyst at Ahoy Employ

4 Mistakes Employers Make with Recruiters

Finding the right recruiter can almost be as tough as finding the right candidate.

Maintaining a good relationship with recruiters is an important part of hiring candidates. Many recruiters simply send multiple candidates over to fill up the spot as quickly as possible, while other recruiters spend time ensuring the right fit for the organization. At Ahoy Employ, we work hard to ensure you are matched with the right recruiter, but here are some suggestions for maintaining a good relationship with recruiters.

1) Ensure they understand the job Requirements – It is important that recruiters know exactly what you want. Showing them the job description may not be enough. While it could take time to explain what you are looking for, it is better than making a bad hire.

2) Communication is important – The first candidate they suggest to you may not be exactly what you had in mind. Instead of telling them that they did not meet the requirements, explain why they did not meet the requirements. Give cues as to what was missing so that they are better able to come up with the right match.

3) Don’t delay – Chances are, your top candidates are interviewing for other positions as well. The top candidates may move onto other opportunities if organizations take too long to connect with them.

4) Fees – Once the candidate is found, ensure that you stick to the original fee agreement you had with the recruiter. Do not try and renegotiate the price once the hire has been made, as this will strain the relationship between you and the recruiter. Ahoy Employ tries to make this process easier by ensuring that employers are able to set their price within their budget. 

Ensuring that recruiters know exactly what you want is a great step to quickly finding the next successful candidate. Schedule a demo, and Ahoy Employ will connect you with qualified recruiters on your terms and within your budget. 

Ahoy Employ is the easiest way for employers to post vacancies and invite the most reputable recruiter in the industry to find top candidates. This is how it works.

Luke Gass, Founder of Ahoy Employ
Barbara Leist, Business Analyst at Ahoy Employ

5 Mistakes you Make when Working with Millennials

As more baby boomers enter the retirement phase, millennials will be taking up the largest portion of the workforce. While employers are aware of this, many still struggle to meet the needs of this “Me Generation”. Engaging the millennial generation can be tough, so it is important to make sure you have the right tools to attract these young people.

Did you know that the millennial generation is the largest generation in history? Millennials make up approximately 27% of the Canadian population – more than any other generation.

Here are a few mistakes employers tend to make when hiring millennials:

Continue reading “5 Mistakes you Make when Working with Millennials”