There can be a misconception that all recruiters do for their money is go onto a database, pluck a few CVs out, send them and then move on to the next client. But there is a lot more to it than that.
Anyone can advertise a job vacancy, and get lots of applications. A good graduate is hired, and everyone is happy. But often the graduate who would have been the very best match for the job will not have seen the advert, nor will they have even heard of the business. And even worse, they may end up joining a competitor.
It can take a lot of proactive work to prevent this, and a good recruiter can help and add huge value. Below you can see a summary of the main steps I take when recruiting for a vacancy. And remember, there is no fee to pay unless you employ on one of my candidates.
- We’ll have a chat about the vacancy. I can advise you on salary levels and expectations. I’ll also look to find out more about the role and business; looking beyond the job description, for reasons why graduates would choose you over other options they have. Many employers don’t realise some of the things that are attractive to graduates, and these are commonly missed off adverts- resulting in a missed opportunity.
- I will craft an enticing advert which focuses on these areas, and sells the role to the reader. This is a hugely important, but often unconsidered, part of the process; read more here
- SMEs can find it difficult to make their voice heard when up against the huge graduate employers, and many graduates will not even have heard of them, find out why here As one of only a few actual specialists in the SME / Graduate recruitment sector, I do a lot of work to raise the profile of SMEs; with regular posts on LinkedIn and other social media channels; promoting the benefits of choosing an SME over the larger businesses, and also offering free advice for graduates. All of which means I have a high profile.
- I am already in contact with a large number of graduates, and I’ll speak with anyone who is a good match for your vacancy. But just relying on this database would mean I only did half a job, so there is a lot more work to do.
- At my expense, I will advertise the job; usually on Indeed, Reed, CV Library, and TotalJobs. I’ll also add the advert to my social media channels (and university job boards, though only around 6% of the graduates I place in jobs are found through this method, find out why here).
- These methods give me a good reach, and will result in a lot of applications (anything from 100 to over 1,500 depending on the job and location). I review all of these manually, so I can make sure that nobody is missed. This is an art in itself, as many people can miss strong candidates, especially when there are so many applications . It takes a lot of time, and most will not be suitable.
- But I don’t just rely on inbound applications, as not everyone will see the adverts. I also do a lot of proactive work, using various methods- some with a cost to me. This can take hours: time that most employers simply don’t have.
- When I identify promising looking candidates, I will get in contact with them. Its can take time, and several different methods, to reach them and often involves after hours calls.
- I speak with suitable candidates as and when I find them. I’ll find out more about relevant skills and knowledge. I’ll be assessing interest and enthusiasm. And I will also be listening for things that may indicate a lack of commitment; if I hear anything negative I won’t put them forward.
- I’ll keep you updated during the search, including any areas that may be causing issues in attracting candidates; for example if any requirements may need to be relaxed, we can discuss that.
- If someone declines, or is not suitable, I offer a £100 referral fee to them if I get someone a job who they put me in contact with. This can be useful in reaching harder to find candidates.
- If I like someone, I will find out more about what they are looking for, and how it may match what you are offering, then if there is a good mutual match I ‘sell’ the role to them. This is a vital, but often neglected part of the process. The best graduates will often have other options, so it’s important to get their buy in.
- When I have someone I like, and who is interested, I will send them more information, including your website, so they can do a bit more research and confirm interest. I’ll ask them to make sure anything relevant is on their CV, so you get all the information you need, before I send it to you.
- I recommend interviewing asap so you don’t lose them; I can arrange the interview times and book people in for you.
- I’ll help the candidates prepare for the interview, I don’t coach them too much, as the onus still needs to be on them. But these are often inexperienced, young people who don’t have much experience of interviews, so pointing them in the right direction can help, so you can see them at their best.
- When you decide on the person you want, I can make the job offer for you. And act as an intermediary should there be any concerns on either side. This can help avoid awkward situations, and also help with negotiation if it’s needed.
- After the offer is accepted, I will keep in contact with them before they start, to lessen the risk of losing them if another offer comes in.
- Once they start, I will keep in contact with them for a couple of months to make sure they are happy, and help if they have any concerns.
Matthew Parry,
Director. SME Graduate Employment
Email: matthew@sme-graduates.co.uk Telephone: 0370 774 9500
SME Graduate employment is a specialist graduate recruitment agency. Covering permanent roles, fixed-term contracts, student / undergraduate and graduate internships, and sandwich placements. All areas of the UK, and most industries and job types.
If you would like to find out more about the services I offer please contact me by email matthew@sme-graduates.co.uk or phone 0370 7749500 (local rate number) You can also see other content I have written here