Recruitment is like purchasing an executive car

Posted on March 25, 2020 by PaulHickey | Recruitment

Managing Director deciding on his next car, lots to consider – budget, practicality, economy, fuel, engine, comfort, prestige, residuals, colour, options, look, feel etc…

Lots to choose from, Mercedes, BMW, Audi, Jaguar, Land Rover, Porsche the list goes on, and then there’s the model variations, from 5 series to C-class and from I-Pace to Q7….

Imagine giving this criteria to a broker and they come back with 3 options…. Mr MD is super pleased with 2 out of 3 on the shortlist. Takes them for a test drive and then goes home to tell his wife all about them.

She turns around and says “well option 1 is ok but the cream interior is no good, we’ve got 6 year old twins in case you forgot”, and “option 2 is way too big for me to park up when you want picking up from the football on a Saturday afternoon”….

So back to the drawing board it is.

The lesson here is that the broker should of asked who was involved in the decision making process and perhaps he would have delivered a slightly smaller car, with black leather and parking cameras!.

It’s the same in recruitment and that’s why the McQuaig Job Survey is so important, it helps to ID the different expectations (in behaviours) that the hiring TEAM have.

This saves recruiters, employers and candidates a lot of time, money and effort!

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