| What You Should Expect From A Recruiter You should expect your recruiter to save you valuable time. Taylor Associates takes a proactive interest in what you are trying to accomplish. What you should not expect are time-wasting ‘fishing expeditions’—unsolicited faxes and e-mails of resumes that may or may not match a requirement. ...searching for qualified candidates We can save you time sifting through hundreds of ‘wrong’ resumes. Taylor Associates conducts both manual and electronic search techniques. We utilize our own proprietary database of qualified insurance professionals as well as the Internet, and we personally network in the Tampa Bay area. Finding candidates is what we do. We devote our time to finding the ‘right’ candidates, the team players you need. ...pre-screening candidates We further cut the likelihood of your meeting with unsuitable candidates by meeting with them before you ever see their credentials. We endeavor to meet with all our candidates—in the unlikely event we refer a candidate to you whom we have not met, we will advise you accordingly and conduct a telephone interview on your behalf. We compare each individual’s past experience and performance to your job requirements. We look to present candidates to you that will be a ‘good fit’ based on our understanding of your corporate culture, what you expect from the position, and our judgment as to how the candidate might fit within your current staff structure. ...arranging interviews We do the legwork and prepare the candidate to meet you at a mutually convenient date and time. After the interview, we follow-up with a telephone call with both you and the candidate. We serve throughout the process as a useful information channel between you and your next hire. ...checking candidate references If you are interested in having us perform a reference check, please advise us accordingly and we will gladly do so without additional charge. You should expect your recruiter to be cost effective. We understand that time is money—it is our time you utilize when you use our experience and expertise. Dedicating our resources to filling your vacancy decreases the cost of operating without a needed employee. And, in more tangible dollars, we prepare and execute advertising on your behalf and we absorb those costs. Your recruiter should be an effective investment in your company's future. Recruiters are not just for large companies. In fact, our services are even more relevant for small insurance agencies, brokers and other insurance companys with less than ten employees. A small insurance company can ill afford the perceived weakness of a prolonged vacancy. A bad hiring decision can have far-reaching consequences in any size company, but for a small company the impact is particularly disruptive. On the other hand, getting the right person for the job will pay dividends well into the future. You should expect your recruiter to be a partner in your future growth. At Taylor Associates we work with our clients. We know your vacancy is a potential source of internal anxiety. We not only work to close that gap, we also guard your vulnerability. We do not disclose changes in your organization. We regard all information you share with us as confidential. We do not regard employee turnover as a benefit to us—we focus on the long-term, just as you do. We would rather substantiate our reputation for effectiveness by making good placements that stay and grow with you. In this way, we grow too. You should expect your recruiter to guarantee their service. When you source, pre-screen, interview and hire a candidate through Taylor Associates, you are engaging a professional service that carries a guarantee. Your best safeguard against the cost of a bad hiring decision is to allow us to work with you to find and evaluate your next employee. |
How Best To Work With Your Recruiter Communicate your needs and wants. Filling a vacancy is expensive, time consuming, and often frustrating. While you are searching, your employees are shouldering additional demands. Both your staff and your clients have a vested interest in you finding someone in a timely manner. The longer it takes, the greater the anxiety. And you haven’t even begun to guess where you’re going to find the time to arrange advertising, sort through resumes, conduct testing, investigate references, and line up interviews. You need someone with relevant skill sets, knowledge and experience. You need someone who will be flexible enough to learn your way of doing things, but who won’t need prolonged training to be of use. You want someone who will be well-received by your current team, who will readily adapt to your corporate culture, and who will contribute to your company’s growth for years to come. Your next hire is an investment of your time and money. You don’t just need an employee—you want an effective, dependable team player. Give your recruiter a context, as well as a job description. The way to use your recruiter is to communicate not only your current situation, but also your anticipated wants and needs. Your recruiter can translate your conversation into a rounded picture, a context that will be applied in every pre-screening process. Potential candidates will not only be matched to your job description, but will also be assessed in the context that you provide. The better the understanding between yourself and your recruiter, the better ‘fit’ you are likely to have presented to you for that all-important interview. (If everything goes as it should, one interview may be all you will need.) The interview itself will be more rewarding for both you and your candidate. You will both begin with a good basis for exploration—both you and your candidate will be talking the same ‘language’. Use your recruiter as an invaluable channel of communication. We often find having a third party involved in a hiring decision helps both our clients and our candidates. When questions arise after the initial interview, we are there to help provide answers and to facilitate further discussion. Often we can present a candidate’s feedback in a way that eases the decision to either extend an offer or to decline a candidate. We guarantee our placements, so it is in our interests as much as yours for the offer of employment to be made to the right person for the right reasons. Don't overlook the basics. Even the most intuitive and empathic recruiter needs the basic information. Always provide your recruiter with a complete job description. It is also extremely helpful to provide other corporate information for which a candidate may reasonably ask: Be open to ideas and suggestions. Your recruiter may occasionally come across a candidate who fits your organizational wants, but not your immediate needs. We don’t send resumes unnecessarily, and always ask if we may present a candidate. We are always delighted to make a worthwhile introduction. Taylor Associates has several clients who know us and want to see resumes of people that we judge to be excellent prospects—even if we do not have an existing requisition that fits the particular person. Define the successful interview. Whether you are conducting a screening interview or a selection interview, whatever your interview style, you should feel your time with your candidate was well spent. We do not attempt to influence your hiring decisions—we know that job interviews are critical to the quality of an organization and that your selection is ultimately based on your sense of your company’s needs. Our job is to make the introductions that we feel may be most beneficial to all concerned. We believe a successful interview is one in which both you and your candidate to feel that your meeting was worthwhile, that you both enjoyed a clear and revealing exchange of information about your mutual needs, capabilities, future concerns and plans. Whether a job offer is extended or not, our hope is that you gain insight into your candidate’s skills, knowledge, attitudes and aspirations, and your candidate learns not only the details of the vacancy, but also your expectations, your company’s plans for the future, and how he or she may contribute and grow with you. If you have a position that you would like advertised or featured on our site and would like to send us your company details, please make use of our form on our “Send Your Job” page. You can also use this form to indicate your interest in any of the professionals described on our “Featured Candidates” page. |
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