Are you getting the CV to interview ratio that you want from your current specialist membership recruitment company?
If you are receiving 10 CVs for a communications manager role that you need to fill, how many of those CVs will lead to an interview? 7? 5? 3? 1?
If you answered 5, that’s pretty good; if you’re regularly working with a recruitment specialist who truly understands your sector, they will deliver a ratio of at least 50% on average.
However, the reality is that most companies probably get something closer to 20% CV to interview ratio – not great numbers, considering the amount of time and money invested.
Recruitment companies are providing a service for the money you invest with them. If you’re paying significant fees to an agency, and you still have to filter through 10 or more CVs to find only a couple of relevant ones, then what are you paying for?
Remember too; not all recruitment companies are the same.
There are generalist recruiters who find candidates for a wide range of jobs, industry sectors, and there are specialist recruitment companies who excel in finding candidates for a particular industry or location and typically recruit for higher-level roles within a niche area.
The main difference between a generalist and a specialist recruitment organisation is in the quantity and quality of candidates they deliver; specialists will be able to produce superior results for you. However, there are also generalist recruiters who pretend to be specialists, which is where things can fail especially in the membership arena.
So how does your current recruitment partner measure up? Are they a specialist, or are they a generalist in disguise?
So, how can you identify the quality specialist recruitment company that can deliver the quality candidates you want? Here are five things to look out for.
They Know Their Niche Inside-Out
A specialist recruiter will be tapped into a specific industry in a given area; they are familiar with industry terminology and know all the key players, and they will be able to answer with authority any questions you might ask them on the subject. The adage that knowledge is power is especially true in recruitment. The more a recruitment organisation and their consultants know about your sector, the more accurate their recommendations will be, allowing you to find the right candidate with the right skills to build your membership talent pipeline.
They Have Their Finger On the Pulse
A specialist recruiter in the membership sector will be actively engaged with senior leaders, keeping up to date with all the latest membership industry news and trends. As the landscape of membership organisations continues to change, it’s essential for specialist recruiters to keep abreast of the latest trends so that they can find talent with the right sets of skills.
They Have A Consistent Process
Does your current recruitment provider have a thorough and consistent recruitment process? In addition to keeping up with the recruitment trends within your industry, a specialist will have a robust and methodical strategy in place, which they can articulate to you. They will know exactly where to look for qualified candidates for your various membership role from, with a comprehensive and current database of industry contacts and potential candidates.
They Have a Proven Track Record
The ideal recruitment company will have a solid reputation within their area and industry, with a proven track record of successful placements in the membership sector. They might even have a background in working in the industry themselves; former membership leaders often make the best specialist recruiters.
They Have Built Solid Relationships
In addition to the relationships they have forged with leaders within their area of speciality, your recruitment consultant should have excellent ongoing relationships with their candidates. As candidates are often placed more than once throughout the course of their careers, a specialist consultant will go out of their way to build solid working relationships with them.
This also allows recruiters to understand their candidates’ motivations and drivers better too; because they know what candidates are looking for from membership organisations, they are better able to identify the best role in which they will excel and develop their membership career.
Any recruitment consultant can fill a vacancy if they send enough CVs – the law of probability dictates that at least some of them will be a good enough match.
However, it’s not uncommon for some companies to reject 80% of the CVs they are sent by a so-called specialist.
Let’s face facts, your time is precious and good recruitment companies can and do deliver more; is it time we had a chat? You can speak to us on 0203 4403653 or email us here.