Recruiting In 3D

Don’t sling it over the fence! Working with TPR’s…

Full Disclosure:
I’ve been on both sides of the desk in my career, TPR (3rd party Recruiter, agency, whatever you call it) and the corporate recruiting side. I have sympathy and affinity for both, though working on the corporate side, I LOVE not working 90 hours a week. 🙂

We don’t use alot of outside firms where I work, because, well we’re lucky to have 3 strong recruiters who all have agency experience and know a variety of sourcing techniques. That said, there comes a time where you have to use them, whether it is due to position overload, or just general need for more help on a hard search. I was reading an article today from Leah Ward and she really makes a great point on how to interact with your TPR’s.

If you are just farming out jobs to 10 agencies at a time, you’ll likely not only NOT fill the spot in a timely fashion or at all, but you will almost inevitably drive yourself crazy in the interim. Sifting through resumes from TPR’s takes alot of time, and unless you make the investment up front, you’ll likely not get what you are looking for.

When I take time to farm out a position, I have a short list of TPR’s that I trust, and know can get the job done. But, req’s don’t fill themselves. You need to disseminate down what you are looking for in the ideal candidate (and yes, GIVE THE WISH LIST TOO!). You can’t play the information-secret game. They want to fill your spot, and you do too. I’ve even found it helpful at times to have them come and meet with the hiring manager directly, getting it right from the source as well.

Set ground rules too, as Leah states. If you commit to responding to a resume in 24 hours, DO IT. Being a former TPR, nothing makes me work on something less than lack of response. And provide feedback – let them know why it wasn’t a fit, i.e., the candidate is a job hopper, they couldn’t answer basic technical questions, whatever. You wouldn’t take no for an answer about your resume or job interview without a reason, right?

So, what are you doing? Are you setting expectations, or are you slinging req’s over the fence in the hopes that the right candidate will be slung back? Not likely.

Share what you are doing to make sure you get the most bang for your 20+ %.

Time invested, saves time.

Time invested, saves time.


Bookmark and Share

Took me long enough…..

I’ve been recruiting since 2000.For a while now, I’ve wanted to start a blog, since I’m a frequent reader of other HR and Recruiting industry blogs. I have alot of opinions on things, and what better a forum. I’m looking forward to sharing and having some great discussions. Here’s a little about my background, and philosophy.

I actually came into the recruiting industry by accident. I had been working for the Commonwealth of Virginia doing PR and Volunteer Recruiting, when an opportunity to do full time “real” recruiting presented itself.  Naturally, being an extrovert, I jumped on the opportunity. It was an instant match.

I began working for a temp agency, (as you’ll see, I won’t be using any employer names here past, present or otherwise), and started out in recruiting for a myriad of positions, including Light Industrial, Administrative, Legal and Technical. It’s where I got my start, and I then moved on to a contingency staffing firm, focusing on technical placements. I think back now about the way we had to work to get done what we did. It was crazy. Some great people I worked with.

Job 2 was really where I cut my teeth. It’s where I learned how to really source. To go and find people, to target specific candidates and match them up with a client’s needs. It’s where I learned the art of the deal, and how to engage candidates as though you were their agent, and to be looking for their best interests as well. THIS is where it was at. Not just for the money, but for building a network and trusted adviser for ones career search…their livelihood. The money was good too, can’t lie there.

Job 3 led me to the corporate side, where I still am now, and have an appreciation for both sides of the fence. Being on the corporate side lends itself to being an internal consultant to your “clients” or co-workers. It has allowed me to pursue endeavors and harness skill sets that just aren’t always possible on the staffing side. There’s a little more process and structure, but its manageable.

I’ve been fortunate to have great mentors and some excellent co-workers and bosses. A lot of people who have looked out for me, and my career. For that I’m grateful. I believe in paying it forward, to borrow a phrase. That’s why I’m passionate about recruiting and networking going hand-in-hand. Being able to ingrain yourself in a community, and to assist and be assisted, is a valuable skill and a resourceful tool in recruiting.


Bookmark and Share

%d bloggers like this: