In the Engineering and Manufacturing industry, the symbiotic relationship between HR leaders and recruiters plays a pivotal role in steering the ship towards success. However, this partnership isn’t without its choppy waters. Today, we’re diving deep into the nitty-gritty of HR’s most common grievances with recruiters, and how, at Sigma Recruitment, we ensure smooth sailing for our clients.


The Importance of HR and Recruiters Working Together

First things first, let’s talk about teamwork. HR leaders and recruiters need to be in lockstep to attract and retain top talent. It’s like assembling a complex machine – every gear needs to mesh perfectly. But when things go awry, it can throw the whole operation off balance.


Gripe 1: Recruiters Focus More on Sales Than The Recruitment Process

In the competitive world of recruitment, some recruiters adopt a sales-centric approach, prioritising their commission over the fit between a candidate and a company. This mindset can lead to a superficial understanding of the role’s nuances and the team dynamics it requires. It’s not just about ticking boxes on a skill set list; it’s about identifying someone who will seamlessly integrate and contribute to the team’s success. When recruiters treat placements as transactions rather than strategic alignments, they risk undermining the long-term productivity and harmony of the team they’re recruiting for.


Gripe 2: Persistent Unsolicited Calls

HR managers often report an overload of unsolicited calls from recruiters, disrupting their daily workflow and productivity. While following up is a key part of any recruiter’s role, incessant calls can cross the line into intrusive territory. It’s essential for recruiters to strike a balance between being proactive and respecting the HR manager’s time and schedule. Building a relationship based on mutual respect and understanding, rather than sheer persistence, is far more likely to yield positive results.


Gripe 3: Sending over a High Number of CVs in a Short Space of Time Without Proper Screening

This gripe highlights a quantity-over-quality approach, where recruiters send a high volume of CVs without thoroughly vetting the candidates. This not only burdens HR with the task of filtering through potentially unsuitable candidates but also suggests a lack of diligence and understanding of the role’s requirements on the recruiter’s part. Proper screening involves more than just matching keywords. It requires a deep dive into each candidate’s experience, skills, and potential fit within the company culture.


Gripe 4: Delivering a High Number of Unsuitable Candidates

Closely related to the previous point, this gripe arises when recruiters prioritise filling a quota of candidates over ensuring their suitability for the role. This approach can lead to presenting candidates who may have the right keywords on their CV but lack the actual experience, skill set, or cultural fit for the position. It results in a frustrating, time-consuming process for HR, sifting through unsuitable candidates and potentially delaying the hiring process.


Gripe 5: Losing Sight of the Company, Culture, and Candidate Specification

A successful recruitment process requires a deep understanding of the hiring company’s culture and the specific nuances of the role. When recruiters overlook these aspects, they risk placing candidates who may be qualified on paper but are unlikely to thrive in the particular environment or team they join. This misalignment can lead to dissatisfaction, underperformance, and high turnover. Furthermore, negating the very purpose of recruitment.


Gripe 6: Overpromising and Under Delivering

Recruiters, in their eagerness to secure a placement, may sometimes set unrealistic expectations about their ability to find the perfect candidate within a tight timeframe or under challenging market conditions. This overpromise can lead to disappointment and frustration when the reality falls short of the initial assurances. It’s crucial for recruiters to communicate openly and honestly about the recruitment challenges. Moreover, set achievable goals to maintain trust and credibility with HR managers.


Addressing these gripes requires a shift towards a more consultative, empathetic, and quality-focused approach in recruitment. Furthemore, ensuring that the needs and expectations of both the hiring company and the candidates are met with integrity and professionalism.


How Sigma Recruitment Can Ensure Our Clients Have No Gripes

Now, let’s switch gears and talk solutions. At Sigma Recruitment, we’re not just recruiters; we’re your partners in growth. Here’s how we tackle these challenges head-on:


A Consultative Approach

We’re in it for the long haul. Our approach is to listen, understand, and then act. We delve deep into your needs, ensuring we grasp not just the role, but the ethos of your company. Challenges? We’ll meet them with solutions, keeping you in the loop every step of the way.


Tailored Recruitment Process

Our four-step recruitment process is designed to find not just any candidate, but the right candidate:

  1. Vacancy Qualification: We start by fully understanding the role and its place within your organisation.
  2. Candidate Attraction: Utilising a blend of advertising and database searching, we cast a wide yet targeted net.
  3. Candidate Screening: Each candidate goes through a rigorous screening process before we present their CV, ensuring they’re a true fit for the role and your company culture.
  4. Offer Management: From job offers to start dates, we handle it all, ensuring a smooth transition for both parties.

Aftercare: Our job doesn’t end when a candidate is placed. We provide ongoing support to ensure both you and your new hire are happy.

In addition, our consultancy-based approach allows us to get creative, tackling even the toughest recruitment challenges head-on. We view each recruitment opportunity as a chance to enhance your business, going beyond the traditional recruitment model to deliver bespoke solutions.


At Sigma Recruitment, we understand the unique pressures and requirements of HR leaders in the Engineering and Manufacturing sectors. Our goal is to make your job easier, not harder. By partnering with us, you’re choosing a recruiter who not only hears your gripes but actively works to ensure you have none. Let’s build the future of your company, together.

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