Using More and More Agencies to Fill a Role
Every week, we get many prospective clients telling us that they already have 6–7 vendors working on filling their roles. My response every time is the same: Why?!
There are fundamental issues with the ‘multi-agency job listing’ approach. The most obvious is that it can actually inhibit companies from filling their roles in the first place. I can go into each other issue on its own (but that’s for another day).
Today I want to talk about a less obvious issue, but one of the most impactful for candidates. When multiple agencies are dealing with the exact same role for a client, you have to wonder how these agencies are representing you. This particular issue is near and dear to my hear. I recall from my days as a developer being pitched the same job by different recruiters. And then I was left confused as to who was representing the role. Not to mention, whose information about the role was correct.
Speak to your Candidates to Understand Them
Hopefully these are with both HR and a technical manager. As a recruiting agency, you should also take a look at Glassdoor, LinkedIn and Google Reviews to get an understanding of community/employee feedback. At Elevano, we also look at our clients’ competitors, and see how our client is different. Essentially, we make sure that we’re doing our due diligence to understand what we’re selling to candidates. Following that, we create a custom and precise job description and relevant copy that reflects the insights we’ve gained. It’s all about how we position our clients and their role to our candidates.
That all takes time from the client to provide the necessary details and the agency to do research. Does the client have time to go into that level of detail with all their external agency partners (if they are numerous)? Are the recruiting agencies investing the necessary time to get to know the client (as they know they have many competing agencies)? Either way, if this isn’t happening, then the recruiting partner might not be optimally positioning the roles. And in tech recruiting, you’re dealing with highly cerebral and in-demand people who know what they are looking for and can quickly be alienated with incorrectly positioned roles.
You might have a broader net to uncover more candidates. But much of this game is won or lost with what happens when you get a candidate on the phone. From my personal experience as an ex-developer and current recruiting company owner, I can tell you this margin is much much less than you’d ever imagine.