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If you want to know what in 90% of cases leads to successful filling a job opening, read our article
Principle of partnership in recruitment
The principle of partnership is one of the fundamental principles of recruitment. The entire recruitment process is premised on it, starting from the discussion of the candidate's profile with the client and ending with the successful filling of a job opening.
The essence of the principle
The main condition for cooperation between the recruiter and the client is the collaborative work on the vacancy. It includes three critical aspects:
- constant feedback with both the client and the candidates;
- flexible approach and ability to listen to each other;
- joint motivation of the future employee
Feedback
The recruiters' work is directly related to people. Recruiters search for candidates, send a lot of letters, review CVs, interview specialists. After going through all the stages, recruiters send CVs to the client. The client's task is to consider the found candidate and give feedback.
If the client defers writing the answer, coordinating the candidate for a long stretch of time, there may be unpleasant consequences. The candidate will simply get tired of waiting for the customer's decision and will accept another offer. In the worst case, the reputation of the company hiring a specialist will be destroyed.
If the client defers writing the answer, coordinating the candidate for a long stretch of time, there may be unpleasant consequences. The candidate will simply get tired of waiting for the customer's decision and will accept another offer. In the worst case, the reputation of the company hiring a specialist will be destroyed.
Lucky Hunter case
We needed to fill a highly competitive PHP developer position. The project, in which the vacancy was opened, had no uniqueness. Consequently, we discussed with the customer that it was essential to consider CVs faster. So and in no other way, it was possible to raise the prospect of the successful position filling. The customer has not yielded to the advice. He'd been reviewing the resumes for a week, required that terms of reference must be completed before the interview, and couldn't competently coordinate interviews. We realized that it would be impossible to fill the job opening with such a rate of progress. We haven't seen any prospects for further cooperation.
Feedback plays an important role in the recruiting process. When a customer responds quickly, recruiters find the right employee in the shortest time span. The candidate doesn't "run away" to another company, the client gets a cool IT specialist because even mid-level IT specialists don't wait. They just accept other offers.
The more precisely the customer says about the feedback, the more accurate the next candidate will be. When we are already working well together with the customer, we fully understand the profile of the candidate and quickly fill the position.
The more precisely the customer says about the feedback, the more accurate the next candidate will be. When we are already working well together with the customer, we fully understand the profile of the candidate and quickly fill the position.
Flexible Approach To The Job Opening Filling
Flexibility in recruitment is a success factor. The ability to review a CV flexibly, adjust a candidate's profile, listen to recruiters' advice - all of this is included in the concept of flexibility and directly affects the speed and quality of recruitment process. When a client refuses to interview a specialist selected by recruiters, in 90% of cases he misses the right employee.
The rule works and vice versa. The flexible approach in the selection allows you to find the right specialist who at first sight doesn't look "the same."
The rule works and vice versa. The flexible approach in the selection allows you to find the right specialist who at first sight doesn't look "the same."
Lucky Hunter case
We work in a highly competitive market in which candidates don't pay enough attention to CV writing. Therefore, when we present a candidate to a customer, we always write a long comment in which we highlight the key points of the candidate's profile. When we work well together with the customer, we quickly understand that the selected candidate is likely to fit into the team. In the event that clients who listen and after our advice nevertheless agree to consider a candidate that is not quite suitable for their opinion, then in 90% of cases, this is an offer. So it is better to trust your partner and, if possible, be flexible in choosing a new employee.
It is important to understand that there are no ideal candidates. There are only the most relevant ones. It is also essential to understand that under the conditions of working with people everything is dynamic: the market, the salary, the demand. Therefore, it is necessary to stay in tune with changes and be able to listen to the professionals.
Motivation
The task of motivating the future employee falls on the shoulders of both recruiters and the customer. The client, as well as the recruiter, is obliged to convince the candidate of the prospects of working in his company. After all, the specialist will subsequently cooperate with the client, and not with recruiters.
Clients sometimes forget that a candidate has several job offers at once. Therefore, it is incorrect to think that only the employer chooses: both parties choose, and in the case of the IT market where there is a shortage of specialists, the candidate chooses more often, and this is important to understand.
Clients sometimes forget that a candidate has several job offers at once. Therefore, it is incorrect to think that only the employer chooses: both parties choose, and in the case of the IT market where there is a shortage of specialists, the candidate chooses more often, and this is important to understand.
Lucky Hunter case
Our team works hand in glove with one American company, for which we successfully fill positions and in a fairly large volume. We can fix the client up with four Front-end developers or four QA engineers inside of a month. Together with the client, we motivate the candidates, so after being interviewed by the customer, the candidates become fascinated by the project and product and are ready to perform any terms of reference. We heighten candidates' interest, and if the customer continues to motivate the candidates at his stage, the cooperation leads to success.
Remember that recruiting doesn't involve a full-fledged delegation of the task of finding and selecting specialists. This is an equal partner service in which a great number of people are involved. It is necessary to show mutual respect, listen to each other, filling the job opening by joint efforts. Such an approach in recruiting always leads to success.
If you need to fill an IT job opening, and you are looking for long-term reliable partners, contact the Lucky Hunter team. We will be glad to help you.
Polina Barabanova
Content Manager at Lucky Hunter
Specializes in tech staff recruitment, startups, tech research, career, HR, and news topics. With her expertise, she provides valuable insights and practical advice to navigate the ever-evolving tech industry.
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