What are the Recruiter's Responsibilities and What Are the Company's?

Imagine: you are buying a new phone. First of all, you look at its characteristics: screen size, image resolution, memory size, etc. Based on the product description, you make a decision. It is almost impossible to back the "wrong horse": you get exactly what you were looking for. Exceptions are rejected products, and in this case, most stores have guarantees: they make a replacement or refund.

In what aspects doest recruitment services differ from others?

It would seem that the process is the same. You need to find a cool specialist who'll know JS. with React, speak technical English and have experience in managing a team. You contact the agency, set a task, and finally get what you paid for, namely a specialist with the declared skills and abilities.

Let's have a look:
Change of a career field
Your new employee starts working, but it fell out that the specialist suddenly realized that IT wasn't his dream sphere: it turned out that all his life he secretly wanted to be an artist, get into lane with Picasso and Van Gogh while Mark Zuckerberg has long been ceased to be an idol of our character. The specialist enrolls in drawing courses and reports on leaving the company.
The result in both cases is the same: the person who got a job at your company leaves it before the end of the probationary period. You think: "So, I've hired an outsourced team of recruiters to find a specialist, paid a pretty penny and what's in the end? My service hasn't been fulfilled!" You require a replacement or want your money back. You've been cheated!

Of course, we try to minimize risks and are always interested in the candidate's future plans during the interview. However, this doesn't give a 100% guarantee: the candidate may not be completely sincere in his answers or decides to leave the company during the work process. But believe us: we don't play possum with you and in such cases, we guarantee a free single-time replacement of an employee.

Replacement: what lies behind this word?

Let's go back to the very beginning and answer the question: what is the main difference between recruiting and the sale and purchase transaction? It's the subject of sale. In recruiting, these are the skills, abilities and characteristics of a specialist. This is what recruiters "sell" to companies and what candidates "trade" for.

Is it correct to talk about "defective goods" in this case? And is it logical to provide an employee replacement guarantee? Let's figure it out.

When you buy a new phone, you know for sure that the colour of the model is blue and the image resolution is 12 megapixels. The manufacturer is solely responsible for the quality of the phone. And this is logical: if the phone doesn't meet the characteristics declared by the manufacturer, you are entitled to require another phone. It's not your fault.

Everything is different in recruiting. To begin with, the recruiter doesn't produce candidates. His task is to analyze the market, select the most suitable specialists and finally, "sell" the job opening. Here the recruiter's area of responsibility ends.

What happens next?

The recruiter introduces you to all those who've passed the first selection stage, and you decide whether the candidates are suitable for you or not. Then you give feedback about the candidates and send us the best to go through the next stages. This is the second time you make a decision.

At this stage, the recruiter in the ideal case takes on the role of an adviser, gives comments on each candidate. A recruiter can't know more than you know. On the contrary, you always know more: will the candidate fit into your team or not, how the business processes in the company are arranged, whether you are completely open with recruiters and candidates.

Want to know what happens next? That's right: you are make a decision: hire this candidate or not. The responsibility for the choices you make rests with you.

It turns out that the main difference between recruiting and other services is the mutual responsibility of the recruiter and the client. The recruiter is responsible for the first selection stage, the client is responsible for making the decision. Recruiting is always a partnership that is based on mutual benefits and mutual risks.

What am I paying for?

Perhaps you thought: what's the point of the service, if I pay money, but don't have guarantees? I'm buying a pig in a poke...
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    First of all, you have guarantees. We don't refuse to replace the candidate, and moreover, we provide you with the guarantee on the terms of the contract. In this article, we only urge you to take a slightly different look at the process of employee replacement and understand that this guarantee is not always justified.
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    Secondly, you pay for the service only after the candidate starts working. Have you changed your mind about hiring a specialist in the midst of a recruiting process? The benefit is on your side: you stop the recruitment process without loss of funds, despite the efforts and time we've spent on the selection. It turns out that you don't risk anything.
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    And thirdly, you pay money for quality work, which is difficult for you to do without assistance. Recruiters know:
    • how to motivate specialists;
    • how to conduct an interview;
    • what to lay emphasis on when communicating with candidates;
    • have access to expensive resources;
    • have their own database of proven candidates.
Don't forget that the personnel selection in the IT-sphere is significantly different from the mass recruitment: not candidates are fighting for a place in the company, but the company is doing everything to "hunt" a specialist.
It's not enough to simply post a job on a job search site: you need to make an effort to motivate a candidate to consider your offer, to know the features of IT specialists and how to conduct a technical interview professionally.

We don't deny: sometimes it happens that the recruiter's made a mistake. This happens rarely and most often when the recruiter is inexperienced. But believe us, this happens only in 1% of cases. The remaining 99% don't depend on the recruiter and, moreover, don't depend on you either.

A more attractive offer, a sharp career change, the death of a relative, and poor relations with the team are just a few of the reasons why the customer asks for a replacement. But tell us: where is the recruiter's fault?

Let's go back to a phone buying case. Unlike purchasing a product in a store, you can't know everything about the purchase: the candidate will never say that he is seriously ill, and the company won't admit that it sometimes delays salaries. Working with people, we can't know the whole truth and can't bear all the risks.

Return the money!

It so happens that the customer asks for a refund for the service when the candidate quit before the end of the probationary period. It's logical: you haven't got what you wanted. But imagine: you sent 300 emails, called 100 people, conducted more than 30 interviews, bought access to special services and paid for posting job openings in thematic channels. As a result, you are asked to return the money.

Just reminding: you aren't paying for an employee who is required to work for you for at least a year. You pay for our painstaking work and the efforts we put into finding your ideal. Therefore, we don't refund money for the service provided. Agree, you don't ask the stylist to return the money for a haircut if it turned out that it doesn't match the working dress code?

We hope that now you better understand how the recruiting business is organized, what you pay money for and why replacement is not always a reasonable guarantee.

We value each client, build trust-based partnerships and try to find the best candidate for you. Believe us, if you conduct an open and honest dialogue, work cooperatively and pursue a common goal with us: a quick selection of a candidate who'll work with you for many years - we are on the same page!

Contact the Lucky Hunter agency. We'll do our best to help you, and the main pain of the recruiter and customer - the replacement of a candidate - with Lucky Hunter tends to zero. We are waiting for your requests!

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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