Recruiting agencies are more important than ever but choosing the right recruiting agency can be a challenge. In the first part of this interview, we talked about new trends. In this second part of the interview, we talk about services that will help you keep up with the trends and come out on top. Thanks for coming back to the second part of our interview with HIRECLOUT’s CEO Avetis Antaplyan for a continuation of Recruiting in 2019 Part II.
Let's Get Down To The Interview
HIRECLOUT'S RECRUITING SERVICES
S: HIRECLOUT has a comprehensive list of full recruiting services designed to provide the best hiring help on the market. Can you talk to us about all the services HIRECLOUT offers?
A: Sure! Well, what we do is tailor our services based on the company’s needs. We have a few different ways to help companies find the talent they are looking for.
First, we have our Retained Executive Search service.
This service is for clients who are looking for C-Level candidates and directors. Our process eliminates 98% of applicants in order to get the very best. As a result, Retained searches are more serious and more focused. The most common candidates for this search are Vice Presidents of Engineering, CTOs, Chief Information Officers, and the like.
Second, we offer Contingent Technology Recruiting.
Companies won’t pay for a Contingent search unless we find them the perfect person for the job. This search spans various levels and job functions within the tech industry – senior software engineers, architects, data scientists, etc. The individuals found in this search are typically very senior-level individual contributors.
Third, our Staff Augmentation service is for companies that do not have a budget to pay a recruiting fee, hire someone full-time, or are looking for temporary staff.
This service is for companies who are looking for ‘hired guns’ to come in on a temporary basis to complete a specific job or project, short term or long term. These projects can span from as little as 3 months to as broad as 5 years. The typical contract is 9 months to a year. These are usually senior-level individual contributors who are placed into the company’s existing teams to do the job.
In addition, we also offer a Recruiter on Site service that gives a company a HIRECLOUT Recruiter as a resource.
Let’s say that a company doesn't want contract employees and they don’t want to pay fees for executive search on retainer or on a contingent basis. Maybe they have too many jobs to fill for them to pay. For example, let’s say a company has 40 positions to fill and they cannot afford to pay $25k - $30k a pop (that’s nearly $1 million!). Instead, they may want to hire 1 or 2 contract recruiters from us for a temporary time frame. These recruiters will be onsite with the client. They will do the job recommended by the client acquisition director and they will be 100% dedicated to that company.
We can build an entire team on-premise at the company’s site or offsite with our existing team here.
Finally, we offer our Software Development Service.
With this service instead of hiring people to do a job, we evaluate the project ourselves, scope it out from inception (with a product person), all the way to development, delivery, and support. For example, right now we are working with a CEO whose website and ERP systems are not working properly so instead of rebuilding it, we will build it from scratch to integrate with their existing products and services.
S: Ok, let’s switch gears and talk a little more about the fun part of recruiting - the candidate experience. HIRECLOUT boasts a great placement track record amongst employers (43% higher than the industry average). How do you keep such a high placement average?
A: The first step to that is understanding that this isn’t about the placement – it’s about understanding that company’s culture. That’s why we not only ask, we almost demand that we meet the company representatives – the VP of Engineering, possibly the HR director, Talent Acquisition director – we want to meet them, see who our people will work with, and make sure that it’s not just about the technical specifications of a job. The cultural piece has to match as well.
Flexibility is often number one on a candidate's list. If a company is not flexible, we know for a fact that the placement will not last. If the candidate is obsessed with growth and he or she wants to be a director in 18 months, and we know from history how flat an organization is, then we also know how unlikely it will be that they’ll be a director in 18 months. We’re not going to push a person to any company that isn't going to be a good fit. We have to think bigger than just making a placement. We have to think bigger than whether a person can ‘technically’ do the job. It starts with getting to know the client and the candidate and building from there.
A simple question like, “tell me the top 3 or 4 things that are most important to you – is it salary #1 or Salary #4; is location #1 or does location not matter at all; is the technology environment most important?” Based on that, we recommend the companies we feel are the best fit for, not only the biggest names but what’s best for that person’s future. Lastly, we follow up with the candidate and the client to see how they’re feeling – are there some problems that they have that they’re unable to solve, and we can recommend some solutions and/or give them some advice and support.
HIRECLOUT'S REFERRAL PROGRAMS
S: Employee Referral programs are gaining popularity in the recruiting world. Does HIRECLOUT have any referral programs in place? If so, can you tell us about them?
A: After LinkedIn, referrals are the #1 way we get our candidates. When a client refers a candidate, there’s a lot of credibility there; they have a lot of trust in that person. And since we have a lot of trust in them, we can set the proper expectation and things move faster.
We can use the fact that “Hey, this guy was referred by his former manager who is a brilliant VP of engineering” – it carries a lot of weight. What it does is eliminates HR people, Talent Acquisition people, and even hiring managers from looking at a piece of paper and looking for ‘cool’ or ‘sexy’ resumes. We recommend they interview a person based on a very strong referral and, of course, based on our vetting process – we still have to assess whether this person is a good fit for the company and vice versa. By doing that, we’re not having them look at a paper or 20 minutes of interview notes – we’re having them evaluate the person based on how good we said they are.
When candidates trust us, we can do a better job for them; when clients trust us, we can do a better job for them.
Can’t beat insight from an expert insider! Keeping up with the latest trends and getting the best talent can be a race against – well, everything! Even though trends are ever-changing, a commitment to excellence never will - and that’s what you’ll get when you trust HIRECLOUT.
Wheeler, K. “6 Recruitment Trends for 2019.” 8 Jan 2019. ERE Recruiting Intelligence. https://www.ere.net/6-recruitment-trends-for-2019.
“The next big recruiting technology trends for 2019.” WePow. https://www.wepow.com/en/blog/the-next-big-recruiting-technology-trends-for-2019/ BasuMallick, C. “5 Ways Candidates Will Influence Recruitment in 2019.” 07 Dec 2018. HR Technologist.https://www.hrtechnologist.com/articles/recruitment-onboarding/5-ways-candidates-will-influence-2019-trends-in-recruitment/
Reed, J. “8 Tech Hiring Trends You Need to Know in 2019.” 15 Feb 2019. HR Daily Advisor, Hiring & Recruiting. https://hrdailyadvisor.blr.com/2019/02/15/8-tech-hiring-trends-you-need-to-know-in-2019/
Bissing, M. “2019 Recruiting Trends That Will Change How You Hire.” 10 Dec 2018. Montage. https://www.montagetalent.com/blog/2019-recruiting-trends-that-will-change-how-you-hire/ Holman, T. “Top 10 Recruitment Trends to Implement in 2019 and Beyond.” Mar 2019. Tech Target, SearchHR Software. https://searchhrsoftware.techtarget.com/tip/Top-10-recruitment-trends-to-implement-in-2019-and-beyond
HIRECLOUT. Homepage. www.HIRECLOUT.com