26/06/2013

By Probier Chatterjee, director at CY Partners

For any vacant position, the easiest thing in the world is for a recruiter to find the person who looks ideal on paper. But the trick, however, is to source the candidate who gets offered the job and actuallyaccepts it.For a recruiter, this is achieved by knowing the candidate and client inside out.

With the rise of social media and the apparent closeness in the way we are all connected,for anybody recruiting it can be an easy to fall into the trap of thinking it’s easy to find people. LinkedIn in particular suggests there are reasonable grounds for believing we can all be head-hunters but the truth is there is a certain element with candidates of wanting to be loved and feeling special. And when someone gets approached by a professional recruiter, the natural instinct in us is to find out more. The problem that often occursin the potential candidate is the ability to follow through on that instinct. For any recruiter the question we have to ask ourselves is “why would somebody take a new job if they’re not looking for a new job?”

This is where we need to know the individual inside out. If we know what the motivations of an individual are, we are in a better position to tackle any issues which may occur. It’s no coincidence that companies who use agencies for their recruitment often use the same agencies time and time again, this is because it takes time to build up the knowledge which is so vital when selling a company’s culture and prospects to potential candidates.

With online job boards and effectively ready-made databases of candidates, there has been a boom in recruitment agencies and established firms diversifying into new industries, as well as companies thatwant to recruit opting to run their own recruitment searches. People now believe they can find the right candidates because they can find key words in a C.V. but recruitment still comes down to asking the right questions, knowing everything there is to know and ultimately relying on the knowledge of who’s in the marketplace. In addition, not everyone who’s looking for a new jobis on a job board or a social media site; some people want to remain confidential.

In specialist fields such as science and technology which is CY’s speciality, recruitment involves more than just key word searching on a CV. It involves fully understanding what those key words mean and in what context they are used in. For example, if we’re looking for a scientist to work in R&D, you can keyword search on ‘R&D’, but if the preceding word is ‘supporting’ the statement is ‘supporting R&D’, which doesn’t actually mean they’re working in R&D.

This is a mistake that certainrecruiters often make and why people who try their hand at a specific type of recruitment may not be able to deliver. The key for any company who is looking to recruit is to use a true specialist in their field.An agency which has that knowledge is a much safer way of being able to get results. There is a big advantage with having updated information gained from speaking to someone rather than relying on old information stored on an internet profile. People are complex, and people can change their mind, so the best way of avoiding a change of mind situation is to stay in regular contact and assess and adapt with their changing needs.

From experience, our advice to clients would be: be exclusive to a recruitment agency or at least limit the number of agencies you use. Why? There is nothing worse than receiving the same candidate numerous times by different agencies and then for the agencies to fight over who the candidate should be represented by. If an exclusive specialist agency is being used, then the likelihood of varying changes is also reduced.

We adopt a scientific approach at CY Partners, I guess because we are all from scientific backgrounds we think of recruitment as a logical and scientific process.

By limiting the number of agencies you use, you are then also being much more targeted in candidate selection.

Recruitment is a competitive industry so the less time a recruiter has, and the more competition they’re up against, the more diluted the service will be.

A good recruiter has access to all of the job boards, social networking sites and tools which everyone else has access to, however, the thing that sets them apart is their own database of candidates – this should have been nurtured and built up for many years, andwill be up to date because a good recruiter is constantly getting to know their candidates inside out. The key is all about knowledge, if you can anticipate an issue then it’sjust about being one step ahead and minimising the pitfall. The more information you know the less opportunity there is for something to go wrong.

CY Partners is a specialist, independent consultancy with over 25 years’ experience of industry specific recruitment within the Oil and Gas, Pharmaceutical, Biotechnology, Chemical, FMCG, Medical Device, Forensic, Food and related scientific and Engineering industries.

For more information and job opportunities please visit: www.cypartners.co.uk

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