Recruiting agencies more important than ever but choosing the right recruiting agency can be a challenge. In the first part of this interview, we talked about the new trends that have changed recruiting. In this second part of the interview, Avetis tells us how HIRECLOUT’s services will help you keep up with the trends and come out on top. So, 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't Get Down To The Interview
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, which is for clients who are looking for C-Level candidates and directors; however, we are hoping to expand this to include recruiting integrators in the future. Retained searches are more serious, more focused, [and] they are a very specific search to get the best. Our process eliminates 98% of applicants in order to get the very best. The most common candidates for this search are Vice Presidents of Engineering, CTOs, Chief Information Officers, and the like.
We also offer Contingent Technology Recruiting, meaning that the company won’t pay to use this service 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.
For companies that do not have a budget to pay a recruiting fee, hire someone full time, or are looking for temporary staff, we offer our Staff Augmentation service. 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 for as little as 3 months to as broad as 5 years, but the typical contract is 9 months to a year. [These] are usually senior level individual contributors. We can place 1 or 2 people into the company’s existing teams to do the job requested, then move on.
We also offer a Recruiter on Site service that, [as] it says in the title, gives a company a HIRECLOUT Recruiter as a resource. Let’s say that a company doesn't want contract employees. Let's also say 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.
In this case, we can do 1, we can do 2 – we can [even] build an entire team either on-premise at the company’s site or offsite with our existing team here.
The final service that we provide is our Software Development Service. [With this service] instead of hiring people to do a job, we will 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 may just building 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 (or the jobs) – the candidate experience. Many sources have spoken on the importance of making the candidate experience a priority because it will help increase employee retention. HIRECLOUT boasts a great placement track record amongst employers (43% higher than 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 see] their offices. We want to 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] getting to know the candidate and building from there.
[The next step] is educating our recruiters about the culture of the company and educating the candidate about the culture of the companies we’re representing. [It’s important to] match them not just based on keywords or job specs but [based on] what’s actually important.
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 or either side, 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. By having information readily available from real people that have worked with candidates, we can skip a lot of steps. 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, 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 it 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’re recommending they interview this 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 were.
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! Remember...even though trends are ever-changing, a commitment to excellence never should – 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