Creating Competitive Advantage Through Recruitment?

Just a short note about what our freight forwarding and supply chain clients pay RJM for. 

Firstly, hiring companies in this space don’t just pay us for sourcing and presenting candidate CVs- this is only a small part of the value RJM adds and what we do 

Good recruitment is not just about sending candidate CVs. It is also about process and consulting and advising throughout the interview process. And by doing so , hiring companies that partner RJM create competitive advantages. 

Non Bias Assessment of Hiring Companies & Creating Credibility with Candidates 

A hiring company can tell a candidate in an interview what a great company they are and how much they think the candidate will enjoy their organisational culture, management style and role. Nothing wrong with this. But if this information comes from an external partner that specialises in the industry who has spoken with lots of other hiring companies over a long period of time, the message to the candidate will come in a non bias way and give reassurance. This is not to suggest the candidate will not believe what a hiring company's representatives says about themselves, it is just human nature to feel more reassurance from a qualified middle party. A specialist recruiter can make a host of suggestions to candidates, such as which firms, products, cultures and reporting lines are most in alignment with what the candidate wants to do with the next steps in their career. 

No Overselling of Anything or Anyone - Telling It How It Is 

In addition, at RJM we tell candidates that no hiring company is perfect and we certainly do not over sell anything or anyone whether it be a company or candidate. Such an approach would set everyone up for a fall. In a consultative like way, we tell candidates where the challenges are in a hiring company  , what will be difficult about a potential role , the challenges a hiring company is going through, perhaps their sea freight department has just gone through some changes and is in the process of rebuilding. Therefore the hiring company is placing high value on a certain type of candidate skill set or character trait. RJM then presents this information to the candidate and can assess their reaction, enthusiasm or lack there of and determine if the candidate is the right fit for a particular mandate and of course qualified. If the candidate isn’t right, we will express our assessment to the hiring company and listen to their feedback.   This sets expectations and often results in long term placements and value for all parties. This type of approach can make the difference when a candidate has a choice to make - driven by information the recruiter has provided to the candidate followed by consultancy and advise - not selling or over selling - but seeing if a hiring company and role is in alignment with the candidate and what direction they want to take their career. 

CVs Aren’t Just CVs 

A CV from one recruiter isn’t the same as the CV from another. How well has the candidate been screened by both recruiters? I am sure you will agree, It wont ever be exactly the same. Are ether of the recruiters true industry specialists? Does the candidate have the same relationship with both recruiters? Are recruiters helping the candidate to understand the landscape at a hiring company , the culture, the challenges, what’s difficult about the role, what’s good about it , the management style and future career development? If the candidate has been well informed and educated about the above from the recruiter, it adds value which creates good interviews and placements for both parties. In summary, what bypasses just a candidate CV send is the value created from relationship building, communication and information sharing between recruiter and candidate which adds value for the hiring company.

Or are you, as the hiring company using recruitment partners as vendors only or a CV sender only and as a result are you doing all the work and missing out on value adding leverage?