Today, I have the privilege of having my good friend and trusted advisor, Paul Ganem, as our featured guest blogger.
Paul is a seasoned sales and recruiting professional. He’s served in a variety of recruiting roles for national/regional staffing and mortgage firms, as well as, the CEO of his own recruiting firm.
"How do I stack up against the rest?" It's a great question. There are a number of ways you can measure the reputation of your business: online reviews, customer satisfaction surveys, and more.
There are really no set in stone systems for measuring your "Recruiting Reputation." I know that you're thinking about those sites where current and former employees will voice their concerns and experiences. However, as with many other review sites, you have to ask yourself how accurate the information might be. Companies can pay to have their images cleaned up, so to speak, rendering these sites useless.
Whether you have a corporate recruiting department or handle all recruiting yourself, one thing holds true: give into any number of fast/easy recruiting practices and you'll have a bad reputation among your peers and your target audience of recruits.
Here are a few behaviors that will help you find your way to a bad "recruiting reputation":
Mass emailing the "we're hiring" message:
This is a great way to cheapen your brand in one simple motion, because you're just stating the obvious. All of your competitors are hiring as well. Now you're at the bottom of the list of a candidate's choices. Most potential candidates view these emails as nuisances or "junk mail."
Likely results from mass emailing:
Here's the big picture: With too many spam reports, your email server/company email system could be "blacklisted," and you'll find your emails (as a company) may not make it through many spam filters at different organizations (including ones you may have never sent an email to previously).
It's just plain embarrassing to your employer or agency to take such an impersonal and generalized approach.
Engaging as many (too many) outside recruiting firms as you possibly can to cast a "wider net."
When a company becomes known as a "casting the wide net" within the recruiting community, the company looks like they don't know what they're doing.
Good recruiters may not engage a company known for "casting the wide net," or if they do, they will prioritize that company well beneath other clients.
Bad recruiters will try to take advantage of companies with such unstructured and unspecific recruiting strategies.
Quality candidates, especially passive candidates, are less likely to talk to recruiters about open positions, let alone agree to have their information submitted to the hiring company.
When a company's existing and internal staff realizes their company "looks to hire just about anyone," you'll find these employees not only lose confidence in the company but also the jobs they're doing. Bad recruiting practices can unintentionally create more turnover.
Pushing your recruiting or hiring manager team with ultimatums such as, "You will hire a certain number of people by this date, with no exceptions."
Talent is finite. There are only so many qualified candidates in any specific locale, and quotas will only encourage your people to "lower the bar," thereby hiring lower quality people.
This will inadvertently increase turnover rates and, in turn, lower your image in the business community.
All of the results negate the purpose of your recruiting efforts, which is to hire the best talent you have available to you in your market(s). Avoiding the above mentioned behaviors will not guaranty you success, however will certainly help you avoid pitfalls in the process.
This quote from Benjamin Franklin sums it up: "It takes many good deeds to build a good reputation, and only one bad one to lose it."