I Only Have One Role. Why Am I Interviewing Five Candidates?
You’ve got a business to run.
A team to manage.
Customers to look after.
Targets to hit.
And somewhere amongst all of that, you need to hire someone.
You’ve decided to use a recruiter because you don’t have the time – or perhaps the desire – to manage every part of that recruitment yourself.
Then five resumes arrive.
They all look reasonably good.
And now you need to read five resumes, find space in your diary for five interviews and spend hours determining which of those five is actually the person you should employ.
Wasn’t that the work you engage the recruiter to do?
That’s something we think about a lot.
Because from the client’s perspective, the value of recruitment isn’t the number of candidates a recruiter can find.
It’s how much of the work they can confidently take away from you before asking for your time.
When we present a candidate, there should be a reason we’re asking you to meet them.
We’ve reviewed their experience.
We’ve spoken to them.
We’ve questioned and probed what’s behind their resume.
We’ve explored every avenue – and not simply accepting what’s written on the page.
We’ve considered what you told us you need – not just the job title and list of duties, but the person who is going to work in your business.
And sometimes, after doing all of that work, there may be several candidates you could meet – but we believe it’s our job to find THE ONE .
One candidate who genuinely stands out is the person you should be talking to.
Would sending another four resumes make our service more valuable?
We don’t think so.
Because then we’re asking you to spend your time helping us narrow down a shortlist we’ve already been engaged to narrow down for you.
That’s why we don’t measure recruitment success by the size of the shortlist.
We measure it by what happens when you meet the people on it.
If we’ve understood your business, searched properly, screened thoroughly and interviewed intensively, the ideal outcome isn’t:
“Thanks. I’ll work through these and let you know which ones I like.”
It’s:
“That’s the person.”
One resume. One interview. One hire.
It’s what good recruitment should be aiming for.
You don’t need more resumes. You need the right person worth making time to meet.
Looking for someone?
Let us do the work before the final interview gets into your diary.