Our role as the external recruiting source has us aware of the motivations and interest levels of those individuals which we’ll recommended to your hiring team
What’s going to be mostly different in our referrals than what you’ll typically find in a batch of candidates gotten from a recent job listing is: where the candidates land in that spectrum of their level of motivation and urgency to leave
At one end: There are those applicants highly motivated to leave their current employer
At the other end: There at those recruits hearing about a potentially good opportunity at a quality organization and wanting to explore further.
Usually, fewer of our candidates are ad response; most are not applicants actively looking on the job market. Our recruits will be targeted for your role and have the skillsets that will make them more viable fits for the vacancy. They’ll have been called and told about your compelling opportunity at a quality company with a good reputation.
They’re essentially comfortable in their current jobs but they each still have what we call some career pains …or they wouldn’t be at all interested in talking with your company.
They’re also going to be especially sensitive to the confidentiality issue, since they’ll typically be from your business community which sometimes can be a very small world. Some of your employees might even know a candidate from previous employers where they’ve worked together.
But be careful about “back-door references”, they can be risky. Making certain no news gets back to a candidate’s employer is critical – we see it happen inadvertently every year.
Some Finer Points to The Bigger Picture of Selling your Company’s Opportunity
While your agenda should be, first and foremost, assessing the match in terms of skill-sets for the Accounting needs and the team chemistry – we also advocate the notion that it’ll be equally important for you to sell your opportunity.
A “recent recruit” profile like you’ll be seeing with these referrals is not 100% on-board with the notion of leaving his/her current role. That kind of person & profile needs to see why your company will be a better path for their future.
Every conversation with a candidate should be used as an opportunity to both assess and concurrently sell your company
You might run one of the greatest companies on the planet – but there are other outstanding companies in your region, too.
Reap the benefits of selling successfully to every candidate you interview, even to those you know are not going to be chosen.