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Five Questions for the Frustrated Manager

In this stagnant economy, today’s managers are frequently tasked with an array of situations that create a frustrating environment at work.

How many of the following five situations can you answer “yes” to?

1) Are you worried that you’ll not get your bonus this year?

Most managers have, as a portion of their total compensation package, a results-based bonus program, coupled to hitting deadlines and employee retention. Is your team operating at peak proficiency, and is everything running like clockwork? Teams that are short-staffed are teams where everybody puts in overtime, otherwise deliverables aren’t met and deadlines are missed. How long can a team remain motivated while a vital role remains empty?

2) Do you have the personnel in house to hit your goals?

Do work problems keep you up at night? In most companies, there is a shortage of adequate, qualified personnel to help projects come in on time. One of the most insidious problems facing a manager is a team that is short-staffed. Not only is a key member missing, but the rest of the team has to work harder to make up the difference, creating divisiveness and resentment.
Overworked team members can only handle high pressure for so long before they start to post their resumes online, further endangering deadlines.

3) Is your company’s current recruiting / onboarding process working for you?

Most companies task the Human Resources department with finding new hires and onboarding them in a timely fashion. It’s a sad truth that this is not the only task Human Resources must complete. In addition to recruiting, they have to process benefit claims, deal with internal personnel issues, negotiate contracts, and a host of other activities that, frankly, push talent acquisition to the bottom of the priority list.
If you desperately need a new employee to take the pressure off the other members of your team, how confident are you that your current recruiting process will deliver?

4) Does the thought of working with an external recruiter tie your stomach up in knots?

We hear this all the time. Most recruiters are hired guns, and they act more like vendors than partners. Given the makeup of a typical recruiting firm, they compete with one another to find a keyword-matched candidate resume, then forward it on to the hiring manager for validation, without having spent the time necessary to get to know the individual personality of the company, and specifically without spending the time to get to know YOU, your likes and dislikes, what you need to see in a candidate resume, and what intangible qualities are most valuable to your specific team.

They put the burden of matching candidate skillsets with job requirements on YOUR shoulders, and then demand 20% when you grab the closest match you can find in their pile of submissions, even when that person is the wrong fit.

5) Would you be interested in a more personalized approach, with HIGHER success rates, that costs LESS than the typical one?

Talent Recruiters, Inc. has developed a model that tackles all of the above situations. We call it a “modified retained” recruiting approach. Whereas most recruiting firms charge between 20 and 30 percent of a candidate’s first year’s salary, we prefer to charge only 15 percent.

How can you DO that?

Simple: we work with our clients in a tightly interactive partnership, with effort on both sides. Our clients pay us a third up front, before we’ve even begun to search, and then invite us in-house to meet with not only the hiring manager but with ancillary personnel whose jobs depend on the success of the new hire. In a discussion that takes up to two hours, we craft a comprehensive profile of what the right candidate will bring to the position, and achieve buy-in from everybody in the discussion. We then craft a series of profile questions that help delineate the candidate’s adherence to this perfect standard, and we rate our candidates based on this profile.
Back at our office, we screen the candidates who express interest in the position and rank them according to how well they do against the profile. Candidates who are 90% matches or better are presented, and those who don’t hit that bar aren’t.
In order for this to work successfully, our hiring managers move quickly when we present a candidate, either rejecting them with detailed feedback as to why, or the candidate moves to a phone interview within a business day. This is followed by an in-person interview and, if the candidate passes muster, an offer.
Our role, as your partner in this search, is to provide weekly phone calls to both the hiring manager and the internal recruiting team to keep everybody informed on where we are in our search process, and weekly emailed reports on how many candidates we’ve interviewed, rejected, and presented. In turn, we are kept up-to-date on the open position, if the needs change, or if the priorities shift.

Would you like to see a more detailed explanation? Give us a call and let’s meet!

Lou Berger is a Senior Recruiter at Talent Recruiters, Inc., located in southeast Denver near the Denver Tech Center. He’s been a recruiter for ten years, and can be reached via phone at 303.539.9350 or via email at Lou@TalentRecruiters.net

Lou Berger

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