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In order to DM i need 11 likes. Please help me guys
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First off, how old or fine tuned is your ATS system? Is it weeding out good candidates and shortlisting unworthy ones? Or does the recruiter have to do the sorting of the entire candidate pool? If so, have you reviewed the candidates that the recruiter has provided versus the pool of candidates they are receiving for the listings? That may help you find out if the issue is with the recruiter’s filtration abilities or the way that candidates are being funneled. Perhaps the net is not cast wide enough to bring in more quality candidates? Or could it be an issue with the job descriptions not incentivizing enough quality people to apply, be it due to the job duties, salary ranges, total reward offerings, etc. It’s easy to blame the recruiters, but it’s better to review the entire recruiting process before zooming in on a specific recruiter’s abilities. It may be their problem, or it could be a much greater issue with the job offers that is limiting what the recruiter is ultimately able to accomplish. And if it’s the latter, don’t be surprised if the recruiter comes back to you with a list of grievances about what they have to deal with under the circumstances. Lastly, make sure you are also being realistic about the talent pool out there, as the candidates you are getting may actually be the best the market has to offer right now.
I was also going to say to be more specific and clear with the recruiters. Tell them what the candidates are lacking and what you are looking for. Touch base after an interview to get the feedback loop, so you are working with them and making progress.
Is it the candidates or is it the unicorn 🦄 applicant you cannot find? Directly feedback to the recruiting team works best imo.
Do a working session with them and go thru 20 resumes together. Tell the recruiter which resumes are strongest (AND WHY) and which resumes are a weakest match (AND WHY). They're not mind readers. You have to communicate.
Be as specific as possible about what you're looking for and how and where the current candidates have fallen short. Give some kind of praise to soften the blow - "Their experience was impressive, they just lacked XYZ". Flat out telling them they suck at their job will only alienate them, so you have to find a way to massage the messaging to keep them energized.
Tell the recruiters exactly why the candidates weren't a good fit. That really helps them understand who you're looking for and its indirect feedback for them to figure out that they haven't been spotting the best ones for you.