Plastics Recruiter - A Client's Perspective

My name is Dan Regovich and as a Plastics Recruiter, I work with both the candidate and the client. In past postings you will find information to help candidates in their interview process. Now I would like to focus on the client.

From the start of filling a position to the end, there are several areas where an employer needs to put thought into their process. There are times when we receive emails with job descriptions attached hoping we can fill the position. As an employer, you can't hire a candidate just from reviewing their resume, the same way that recruiters cannot find qualified talent from reading a job description. There are a lot of variables that are involved in the recruiting and hiring process.

To give a brief overview, here are some mistakes that employers make that delay the hiring process.

1. A job description is great to have, but you need to have a clear idea of what you are looking for and make sure that everyone understands. Be specific as possible when it comes to duties, skills and competencies you are looking for. For example, putting a "years" of experience does not mean you will get the ideal candidate. The employer is better to define the functions specifically and find someone who can do it.

2. Employers are always looking for that top notch, high-energy candidate. What they are unsure of is the type of candidates available, along with the money it takes to hire them. Employers need to realize that while these people may be out there, they may not be willing to come work for your company no matter how great the company is. If you are looking to pay a lower salary than what the market is showing, you either need to be flexible on the compensation package or realize that you get what you pay for.

3. During the interview process there are several individuals that speak with the potential candidate. Typically an HR individual, or sometimes two. Then the person that the candidate will report to, along with other executives. At times there are so many individuals hiring that it prolongs the process. Trying to find mutual meeting times and then after the interview trying to reconnect with those individuals to receive their feedback. The longer the interview process, the better the chance that you will loose the candidate's interest level.

4. Don't just rely on the candidate's resume as to whether or not you should or should not interview them. Typically when working with recruiters, the recruiter will have already spoken with the candidate and can provide insight into their background and experience that isn't on their resume. If a candidate's resume looks like a possibility, take a few moments to have a conversation with them. You may be surprised as to what you learn.

5. After employers have interview candidates, it is important to provide feedback in a timely manner. It's human nature to have to call someone to tell them they are not a fit for a position, or they have a good background but someone else has been offered the position. But it is important to provide feedback so that if you do have an interest in a candidate, this shows them and keeps their interest level high. As it's human nature to hate to make the call to tell them no, it is also human nature for candidate's to think an employer no longer has an interest in them if they have not heard back after an interview in a timely fashion. They then loose interest and you risk loosing them to someone else they are interview with.

These are just 5 things that quickly come to mind as a recruiter to help employers through the hiring process. As there are more items that could be brought to mind, remember, just like you, candidates are busy. They are not just sitting around waiting for your call. If you find one you need to work quickly and efficiently to get them on board.

Please feel free to contact me should you need assistance in your hiring needs. Check often, as I will provide more information to assist employers in their hiring.

Plastics Recruiter Clients


Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600