Given the current job market, which features a higher level of restructuring activity, maintaining good relationships is critical for the long-term success of both hiring and finding a job.
Relationships, however, are being somewhat marginalised in favour of a reactive approach to hiring when hiring managers who are under pressure are tempted to rush through the recruitment process. Not only is a rushed process more likely to lead to the wrong hire, but it also makes life challenging for candidates as well. Briefing a recruiter effectively isn’t a one-off task; it’s part of an ongoing mutual exchange between hiring managers and recruiters.
Understanding how collaboration with recruiters works can help hiring managers find the excellent people they want for their team and help job seekers understand where they stand in the application process. I’ll explain why trust is the critical element at the heart of it all.
Transactional Recruitment is Hurting Hiring Managers
As recruiters, our work involves much more than finding a few candidates and presenting them to hiring managers. Before that, we do the research to understand your team, your work, and your goals to help you find the right talent. This approach benefits both employers and candidates.
You may be surprised at how often the partnership between the hiring manager and recruiter goes off track when the legwork and thorough screening aren't done upfront. We’re seeing a lot of transactional recruitment because organisations are rushing to fill roles, resulting in poor hires.
A transactional recruitment process typically starts with a limited brief and an urgent turnaround time, which can make recruitment feel like an afterthought. There's a lack of upfront information, forcing us to guess what the hiring manager really needs, especially when they aren’t clear themselves.
… and the Candidate Experience is Suffering
Transactional recruitment without strong relationships often leads to a hidden issue for organisations: a poor candidate experience.
Many organisations are simply failing to respond to job applications, let alone give feedback – and it leaves a really bad impression.
This issue is especially relevant now, given the current job market. Hiring managers are inundated with hundreds of applications and simply don’t have the time to filter and process them.
As recruiters, it’s our responsibility to uphold the reputation of our clients by ensuring a positive candidate experience. Otherwise, it becomes a reputational risk for employers – especially in smaller communities like Wellington, where word spreads quickly. We are ultimately brand ambassadors for employers.
When employers bring us in from the start, hand off the recruitment process, and trust us to manage it until it’s time to make the final decision, candidates receive the high-touch communication they need.
Briefing a Recruiter Requires Trust
Communication and time are key to elevating your relationship with a recruiter from transactional to consultative.
For any organisation hiring senior and specialist talent, being proactive will win out over being reactive every time. In practice, that means engaging with your recruiter before an urgent hiring need arises, even with casual coffee catch-ups. These informal interactions are what give hiring managers more breathing space to determine their priorities and build a genuine relationship with their recruiter.
To make it work, maintaining a single point of contact is ideal. Having a single recruiter oversee your recruitment process ensures that their accountability is clear from start to finish. You’ll get greater focus and commitment, leading to higher-quality placements.
With a well-established bond, the next step is to develop a job brief that has everyone on the same page. Adding a little more detail into a brief and allowing the recruiter enough time to manage the process thoroughly (e.g., a week to advertise and a week to screen) will maximise the chances of hiring an excellent candidate.
Working with a Recruiter to Find a Job
For job seekers, building a relationship with your recruiter is just as important. When you are signed up to a New Zealand recruitment specialist you can trust, you will have opportunities to discuss your professional skills and goals so we can connect you with the right position. Make the most of them!
Keep in mind that we don’t just present one candidate to an employer because we think they’re a great fit. Instead, we run a full, structured process, testing competencies to ensure everyone has a fair chance to secure the role.
When working with us, you’ll be given a clear timeframe of the recruitment process, and what to expect for interviews and feedback. It’s a more structured and transparent process.
Final Thoughts
Ultimately, trust is the critical element in successfully filling a role. Hiring managers need to trust that their recruiter not only understands the technical requirements of the role but also listens carefully to their broader business needs, even picking up on nuances that may not be explicitly stated.
We understand recruiters sometimes have a reputation for being pushy, but that’s not the reality for those of us who are true consultants. When you are working with a reputable New Zealand recruitment agency, we are partnering with you – not flicking over resumes!
How We Can Help
To add the human touch to your search for talent or for your next role, working with a respected New Zealand recruitment agency like Beyond Recruitment will give you more than a transaction – and get you a positive result that lasts.
If you need help with hiring for your team, get in touch with me or the team at Beyond Recruitment. We will work hard to build a strong relationship with you, helping you make the right hire whilst providing an excellent candidate experience.
