My career as a technical recruiter in the Industrial Automation industry started 10 years ago. Along the way, I’ve found that I’m most successful filling a position when partnering with a company that is open and generous with the details such as:
- What’s what? Details on the position including the day-in-the-life duties, to whom they will report and what hours are expected. This information is normally most accurate coming from the Hiring Manager about the specific technical skills needed on the job.
- What’s in it for them? A clear and detailed compensation plan including how bonuses, commissions and profit-sharing are calculated. Other perks including car allowance, computer, phone, vacation and personal time can be great selling points.
- What do the benefits cost? You may think sharing out-of-pocket healthcare premium costs is TMI but candidates ask this on the first phone call with us, and yes, they will make a spreadsheet.
- What is the real travel requirement? A candidate that quits only after a few months because they find out the travel is 60% instead of 30% costs you precious time and money.
- What’s it like? Why do you like this company? Give us as many selling points as possible, so we use your Why to match to a candidate’s Why. You might include details about the culture and structure of the company, are there social activities and community involvement, do you provide PTO for volunteer work, no you have a “no drama queens policy”, etc.
- What do you think? Prompt and detailed feedback on candidate presentations is necessary to steer us in the right direction. It’s often easier to tell us what doesn’t work so don’t be afraid to give us bad news on why a candidate won’t work for the role. And if you like a candidate, swiftly set up a time to talk with them which tells them you’re a company that can make prompt decisions. Since good candidates are in high demand, you won’t want to lose out to a competitor that simply moves faster through the process.
Remember, we are on your side and want to be part of your team! The more we know and understand the company, the better we can sell potential candidates on putting their hat in the ring at your company.
About the Author:
This article is written by Kristy Fangman, Recruiter at Automationtechies.
Catch her on LinkedIn or by email.