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A Year of Essence Recruitment Advice

As 2017 comes to a close, I thought I would reflect on the advice, tools and food for thought I shared with you throughout the year. So if you missed any of my blog posts this year, here’s a quick recap for you.

  • Professional recruiters bring expertise in the design of the right position to meet operational objectives, the offer of fair rewards for the position, the delivery of pointed interviews to efficiently identify potential recruits, and finally the selection and attraction of the best candidate.
  • If you want your organization to continue to thrive, you need to know if you still have the best suited people in the right roles and whether they have what they need to be successful and to grow in their positions. A Talent Assessment will allow you to fully understand your organization and its potential limitations in terms of talent pool, people performance and organizational structure.
  • Many businesses assume that recruitment fees are out of their reach. If you can’t afford to go without XYZ’s position being filled for long. If the vacancy is affecting productivity and employees’ moral and efficiency. If hiring the wrong candidate will cost the organization too much in the long run. And, if your internal human resources team does not have the manpower, resources, job market knowledge and sourcing ability to find the best candidate for the job. Then you cannot afford not to partner with a professional recruiter to ensure you hire the right candidate in the least amount of time, to deliver the results you expect.
  • Organizations often identify the need to recruit because a position is left vacant or a new opportunity arises that requires the creation of a new position, however rarely do they take the time to assess the recruitment needs as part of the overall organizational outcomes. Being able to complete the statement “my organization is…” is the first step to developing a successful recruitment strategy.
  • Failure to strategize, an inadequate plan or mediocre implementation could lead to unfortunate results, such as hiring the wrong person, not finding appropriate candidates within the allocated time, or spending more than anticipated in advertising or other recruitment promotional costs. A recruitment firm with experience in your region, an extensive network in a wide array of professional fields, a thorough understanding of the job market, proven expertise in tailoring recruitment strategies and a track record of lasting successful candidate placements could help ensure you recruit the right candidate once and for all, and do it on time and on budget.
  • The more in-depth knowledge of your organization and its internal and external environments your recruiter will have, the better prepared they will be to recruit the best candidate for the job on your behalf. Hiring is not just about finding someone with the knowledge, skills and experience for the job. It’s about finding the right person that will fit within your organizational culture and will be able to thrive and help the organization continuously improve and grow.
  • Knowing the organization, its history, its values, its culture and its vision is a definite requirement to ensure that recruiters can source the right candidates. For Essence recruiters that means doing the necessary thorough preparation work with the organization to find the candidates with the personal and interpersonal attributes as well as values that will complement the organization and help it grow.
  • Recruitment firms find the right people for specific positions and organizations. However, in that process we do have to connect with people, and that is where job hunters come into play. When people looking to make a job or career move reach out to us, we may not be able to connect them instantly to an open position, yet we may be a good source of leads just as they may be a potential future candidate should the right opportunity arise.
  • Here’s a sample list of questions I developed so potential candidates can focus on the big picture and better market themselves for the right position:
    • What are your values and what is a good fit for you?
    • What are your career goals and what is the right position for you in the short term and the long term?
    • What are the main highlights of your career so far and how they could be of interest to your next employer?
    • How have you progressed over the years in terms of experience, continuing education, and skillset?
    • What are your transferable skills and competencies that make you valuable?
    • What are the accomplishments and experiences that would add value and make you the right candidate for the position?
    • What are your expectations of an employer and the company’s culture?
  • Three ingredients for successful recruitment – relationships, fit and communication. The relationships to really get to know your organizations and your people. Making sure there’s the right fit between the new hire and the organization, because the most educated and best skilled recruit may not succeed in a new position without it. We effectively and respectfully communicate with our clients and potential candidates, seek input and feedback and share information.

2018 is a new year and your favourite recruiters at Essence Recruitment will be there to help you find and hire the right people that will contribute to your organization’s success for years to come.

Happy Holidays and all the best for the New Year from Nicole, Joanne and Tracy!

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3 Secret Ingredients to Successful Recruitment

Many clients and human resources professionals often ask me to share the secrets and special tools recruitment firms use to successfully secure new recruits time and time again. Of course I can’t speak for all the recruitment firms out there but I can share three of Essence Recruitment’s secrets – just between you and me.

  1. At Essence Recruitment everything starts with RELATIONSHIPS, that’s our first ingredient for success. The relationships we nurture with our clients allow us to really get to know their organizations and their people. We pride ourselves in understanding their values, vision, mission and goals. We meet as many employees as necessary to obtain a complete picture of the organization. We review their organizational structure, the need for the new recruits and their intended roles, responsibilities and relationships within the organization. This attention to knowing our clients’ businesses, their teams and organizational culture naturally leads us to our next ingredient, the consideration of fit.
  1. There is more to recruitment than merely finding a candidate with the education and experience outlined in a job description. The most educated and best skilled recruit may not always succeed in a new position if it turns out that they and the organization are not the right FIT to ensure success within the team, the new recruit and the organizations need to be compatible in terms of values. The candidates have to believe or at the very least be open to the industry or field in which they will work if it is different than their previous experiences. The organizational culture also has to be appealing to the candidates – for example if a candidate likes to work the traditional 9 to 5, they may not appreciate an environment where people may come and go throughout the day but are expected to work odd hours to complete projects.
  1. Another ingredient is COMMUNICATION. My colleagues and I place a large emphasis on our ability to effectively and respectfully communicate with our clients and potential candidates. Through our constant communication approach, we provide personalized services that foster open and regular feedback throughout the recruitment process. This allows us to ensure that we are always in tune with the client’s expectations and to be able to tweak things promptly as may be necessary. Similarly, our focus on direct communication with potential candidates means that we don’t rely solely on online communication via email or text messaging. We take the time necessary to connect with prospects via telephone, video-conferencing and in person when it makes sense to further explore the potential candidates’ fit. Getting to know the prospects through in-depth conversations early on can help speed the recruitment process later on.

As you can see, the three ingredients I mentioned all work together. When these ingredients are integrated into efficient processes, that’s what I call the bonus ingredient. It means having the right tools to adequately source prospects and well designed processes to track applicants – their skills, educations, experiences, personality and aspirations – as well as the means to develop a tailored recruitment strategy and report findings to the clients in a timely and cost-efficient manner. Truly, having a coherent overall approach to recruitment is really the key – it ensures that relationships, communication and fit add value to the recruitment process and lead to success.

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The Relationship Between The Recruiter and the Career Seeker

People often have the misconception that as a recruitment firm we find jobs for people.

ACTUALLY, our role is the other way around. We find the right people for specific positions in our client’s organizations. 

HOWEVER, it is true that we do connect with many people, and that is where career seekers come into play. When people who are looking to make a career move reach out to us, we may not be able to connect them instantly to an open position, yet we may be a good source just as they may be a potential future candidate for us should the right opportunity arise.

As a recruiter I make a commitment to my clients to help them secure a candidate who will meet their specific requirements for the position and fit well within the organization. When I source potential candidates, I also make sure that the role and the organization will meet the candidate’s expectation.

CAREER SEEKERS HAVE RESPONSIBILITIES TOO!

To be successful, people looking for new career opportunities need to make sure that the role they are applying for actually meets their expectations and that the organization’s mission and culture fit with their values.

Over the years, I have developed a list of questions that potential candidates can use to remind themselves of the big picture and to better market themselves for the right position.

HERE ARE A FEW OF THE THINGS TO CONSIDER:

  1. What are your values and what is a good fit for you?
  1. What are your career goals and what is the right position for you in the short term and the long term?
  1. What are the main highlights of your career so far and how they could be of interest to your next employer?
  1. How have you progressed over the years in terms of experience, continuing education, and skill set?
  1. What are your transferable skills and competencies that make you valuable?
  1. What are the accomplishments and experiences that would add value and make you the right candidate for the position?
  1. What are your expectations of an employer and company culture?

Although this list is by no means exhaustive, it should help candidates focus their career search and sharpen their résumé, while providing some answers that we will be looking for undoubtedly. This in turn, will help the us, the recruiter, better understand the career seeker and when approached, it is the right opportunity to make a career move.

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Recruitment, it’s a business BUT It’s REALLY about the People.

In a market place where competition for talent is fierce, people and organizations often wonder how to choose a recruitment firm. The obvious selection criteria such as price, location, and job market or industry knowledge are not enough. Too many organizations and their recruitment firms tend to focus strictly on the bottom line when entering the recruitment process; often forgetting the human element. In launching Essence Recruitment over 6 years ago, Tracy Arno’s focus was on people. “I wanted to bring a balance to the hiring process by considering the bottom line and helping to do what is best for people and their teams,” states Tracy.

As Tracy often says, recruitment changes individual’s lives and organizations’ make-up. “Recruitment is not just about people getting a new job to maintain or increase their income, or even climbing a new step on their career’s ladder, it’s their opportunity to learn, evolve, make new connections and friends, and sometimes they even get to adapt to life in a new location. On the organization’s side, the impact of a new hire goes beyond the finances, it influences its internal and external relationships and its culture as new people may bring new views and values, as well as breathe new life in their teams.”

Recruiting the right people should lead to the financial gains organizations seek. “It all starts with people. As recruiters, we are successful when we keep our focus on people by ensuring that through the recruitment process we select individuals that will fit within the organization, and actually thrive, as well as help it continuously improve,” adds Tracy.

For Tracy, there is definitely more to recruitment than matching experience and diplomas to a job description.  She relies on doing the necessary thorough preparation work with the organization to find the candidates with the personal and interpersonal attributes and values that will complement the organization and help it grow. It is also her view that to ensure that they are happy in their new position and that they can continue to thrive professionally and personally, candidates should also make sure that the organization is one that will not go against their core values and beliefs. “I consider it also part of the recruiter’s role to assess these aspects.”

“At Essence, our mission is to guide organizations and individuals through the recruitment process by often challenging them with tough questions. Ultimately, finding the right people – helping them change their job and their life for the better – ensures organizations and their bottom line benefit from a happy, balanced, productive and committed workforce. Our focus remains on people,” concludes Tracy.

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Would You Rather Have a Service Provider or a Partner? It’s your choice!

You’ve realized that you need the expertise of a recruiting firm to ensure you hire the right people, at the right time and within the right budget.

Now what? Some would think that it’s just a matter of providing the recruiting firm with the job description and voila! Not so fast!

To speak frankly, the outcome of the hiring process will also depend on the relationship you establish with the recruiter. Are you just merely looking for a firm to deliver its services or are you looking for a firm that will actually care about your organization’s future and ensure that the candidate recruited will help you flourish?

There is more to retaining a recruiting firm than just merely providing a job description, A conscious decision to establish a partnership with the recruiting firm generally leads to even better hiring success. So what does that partnership look like? It means going beyond the job description. It’s about treating the recruiter as one of your own. In practical terms some of the elements required to develop a rewarding partnership with the recruiting firm may include:

  • Taking the time at the onset to present and discuss your organization’s history, values, vision, goals and commitments with your recruiter so they can gain a thorough understanding of its culture and mission.
  • Getting to know the recruiter, the firm’s values, the extent of the services they provide and the ways in which they deliver these services.
  • Collaborating with the recruiter to ensure that all the necessary elements for a successful recruitment process are in place. It means evaluating and potentially improving the job description you prepared, possibly tweaking the organizational structure, as well as establishing the best possible timeline, job-marketing plan and budget.
  • Keeping your recruiter informed of consequential changes within your organizations, including organizational, operational and location changes. Anything that impacts the organization’s employees, the culture and mission, which could have an impact on the recruitment process and/or the type of candidate required.
  • Checking-in with your recruiter from time to time, outside of the recruitment process, to stay abreast of fluctuations in the job market and to keep them informed of the evolution of your organization, industry or field.

Really, your imagination is the only limit to what you can do to ensure that both parties gain a better understanding of each other and deepen their relationship in the process.

The more in-depth knowledge of your organization and its internal and external environments your recruiter will have, the better prepared they will be to recruit the best candidate for the job on your behalf.

Hiring is not just about finding someone with the knowledge, skills and experience for the job. It’s about finding the right person that will fit within your organizational culture and will be able to thrive and help the organization continuously improve and grow. A partnership with the recruitment firm sets the stage for even more successful hiring, retention and recruitment consistency in the future.

At Essence Recruitment, we place a particular emphasis on developing partnerships with our clients. We want to see your organizations prosper by hiring and retaining qualified high-performing individuals. Through the delivery of our services, we are committed to contribute to your success. We rely on our unique relationship-based approach with our clients, a wide range of organizations across industries and fields and as many individuals as possible.

We believe it takes commitment from both the organization and the recruitment firm to build a partnership, so what do you say? Are you ready to start building our partnership today?

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How to Hire Right the FIRST Time!

So, you’ve decided it’s time to hire. Regardless of the reasons for which you’re recruiting someone new to your organization – whether it is to fill a vacancy, to create a brand new position or to complement your existing team – hiring the right person the first time matters. Whether your in-house human resources team handles the hiring process or if you retain the services of a recruitment firm, there are costs to hiring – costs in time and in cash. One of the ways to minimize these costs and reach your operational goals faster is to find the right person within the allocated time.

Of course, you could leave things up to chance and hope that your ad hoc hiring efforts pan out immediately. But, if you are truly intent on having the right person on staff in a timely fashion, you will want to develop a recruitment strategy and implement your plan methodically. Your strategy should always start with having a thorough understanding of the role and where it fits within the organization.  Other important elements include:

  • A well thought out job description that outlines the story of the role. It should provide the objectives of the position and expectations in terms of stretch goals and potential future development, while also being clear on the traits, skills, credentials and experience you are looking for in a candidate. Other information that is helpful can include some of the internal and external relationships necessary to be successful in the position and outline the culture and values of the organization.
  • An outline of the platforms and formats that you will use to advertise the position and the opportunities you will seek to promote the opening to potential pools of candidates, such as within professional organizations, is also an essential component of the strategy.
  • Developing a timeline and schedule for the various steps of the recruitment process is also crucial.
  • Communication between all stakeholders is essential.

Failure to strategize, an inadequate plan or mediocre implementation could lead to unfortunate results, such as hiring the wrong person, not finding appropriate candidates within the allocated time, or spending more than anticipated in advertising or other recruitment promotional costs. Often, in-house human resources departments, busy dealing with day-to-day personnel matters, do not have the time to strategize and undertake a thorough recruitment process.

So, finding the right recruitment firm may be the first step you need to take to ensure the success of your hiring process. A recruitment firm with experience in your region, an extensive network in a wide array of professional fields, a thorough understanding of the job market, proven expertise in tailoring recruitment strategies and a track record of lasting successful candidate placements could help ensure you recruit the right candidate once and for all, and do it on time and on budget.

Essence Recruitment specializes in working closely with organizations’ leadership and in-house human resources teams to customize strategies that meet the organization’s needs and will help enhance its overall performance. Their recruitment expertise is focused on the selection and hiring of the best-suited individual to fit the organizational culture, values, and goals. In the end, the right recruitment firm may save you time and money, demonstrating that it pays to hire the right person the first time!

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My organization is […] Can you confidently fill in the blank?

Recruiting is a perfect time for self-reflection, well, organizational self-reflection that is! To be able to hire the best person for the position, and prepare for the selection and interview process, you need to be able to answer of few questions yourself. How easily, confidently and accurately can you fill in the blank in the statement “My organization is…” or answer the question “How would you describe your organization?”

The hiring process should prompt you to assess your organization so you can be sure to bring in the right talent. So, when was the last time you thought about your organization’s vision, mission and goals? Have you updated them lately? If it has been a while, do they still reflect the organization today and its intended purpose? Have the values you relied on evolved over time or are they even more relevant today? Actually, what are those values? Can you name them? What are the organization’s commitments and why are they important? How do the organization and its employees demonstrate these commitments? To bring someone new in the fold you need a good understanding of the organization’s mission and the values and behaviours it relies on to accomplish its objectives, as this will help you determine the most appropriate type of person you will need to recruit.

Beyond a person’s education, training, skills and experience, they need to be able to “fit” within the organization. It means that new recruits have to be receptive and agreeable to adopt and share the organization’s vision, mission and values; they also have to be able to adapt, contribute and ultimately enhance the organization’s culture. Again, to be able to adequately assess potential recruits, you should be aware of your workplace culture. How would you define your current workplace culture? What makes your workplace unique and allows you to attract and retain talent? How would you describe interactions and interpersonal relations among peers and with management? What are some of the common behaviours and attitudes that differentiate your workplace from others or that are not tolerated? How do people communicate in the workplace? Would you consider the work environment as formal, informal or casual? What does your current team look like, is it diverse? Work practices, processes and policies also play a part in the culture in that they reflect the organization’s philosophy and its ability to evolve and assess its strategy to achieve its goals. Having a thorough understanding of the culture is essential to ensure the success of the recruitment process.

Organizations often identify the need to recruit because a position is left vacant or a new opportunity arises that requires the creation of a new position, however rarely do they take the time to assess the recruitment needs as part of the overall organizational outcomes. At Essence Recruitment, as your partner in the recruitment process, part of our role is to help you make sure that your new recruit will effectively contribute to your mission, share your vision, respect your values and deliver your commitments. Being able to complete the statement “my organization is…” is the first step.

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Small Businesses Can’t Afford NOT to Hire a Recruiter!

When it comes to hiring, many business owners don’t think twice about the process, they get caught up in just filling the position. By the time they zone in on the fact that there is a skill to hiring the right person for the right position at the right price, they have likely already experienced large amounts of frustration, wasted valuable time and either wondered why they haven’t found a suitable candidate yet or why their new recruit doesn’t actually fit in their organization or worse is not able to deliver the anticipated results.

Recruiting agencies provide a skill set that unfortunately many internal human resources teams really do not have the time or means to develop and maintain. When the market place is flooded with potential hires because the economy is in the tank, the right recruiters will help you identify the best candidate for your organization. Likewise, when the potential candidates are far and few between because the economy is hot and there are more job openings than qualified professionals, a partnership with a recruiting firm will ensure you gain access to the right potential hires. Recruiters cultivate a deep knowledge of the job market and its correlation to the economy of the region and the local business community. They nurture relationships with a wide array of potential candidates across sectors and keep their ear to the ground in terms of people who may be willing to entertain a job switch. They are also keenly aware of the recent positions offered in the region and the total compensation packages they commend. Recruiting agencies’ value comes from being able to match the right person not only to the position but also to the organization, hence ensuring a high hiring and retention success rate.

All recruiters are not equal. The most efficient recruiters will want to create a partnership with their client. They will know and understand your organization so they can source the most appropriate candidate for the particular vacancy faster and ensure the right fit. There is no doubt that most businesses understand the value that recruiters bring, unfortunately, many choose to ignore recruiters’ track records in a misguided way of protecting their bottom line.

Yes, many assume that recruitment fees are out of their reach. The fact is that the questions you should ask yourself are:

  • How much time can we afford to go without XYZ’s position being filled?
  • How is the vacancy affecting overall productivity and existing employees’ moral and efficiency?
  • What will hiring the wrong candidate cost the organization in the long run?
  • Does our internal human resources team have the manpower, resources and job market knowledge and sourcing ability to find the best candidate for the job?

If the answers matter to you and your bottom line, you cannot afford not to partner with a recruiter to ensure you hire the right candidate in the least amount of time, and who will fit within your organization and deliver the results you expect. Hiring is more than placing an ad online and sifting through resumes. It’s about finding the person who has the skillset, experience, knowledge and values to thrive in the environment your business offers.

Tracy, Joanne and Nicole at Essence Recruitment pride themselves in knowing and understanding their clients and their business to ensure they can source and deliver the best-fit employees. Their deep understanding of the recruitment process and professionalism in sourcing and securing candidates can save you time, effort and money in the long run.

You wouldn’t leave running your business to chance, why would you leave the recruitment of your team to chance?

Essence Recruitment
(306) 652-5209
tracy@essencerecruitment.ca

1815 D Lorne Avenue
Saskatoon, SK  S7H 1Y5

 

 

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DO YOU REALLY KNOW YOUR TEAM?

When is the last time you’ve taken some time to really think about the people you see at work every day? The fact is that once the organization chart has been defined, the people hired to fill the positions and that that the teams seem complete, we rarely take the time to truly evaluate our in-house talent.

In most cases, we hire people at a specific time, under given circumstances and to take on defined responsibilities and projects. Just like people evolve, develop their skills and grow their experience, teams and projects transform. From time to time it pays to assess our current talent to ensure that the organization still has the right people in the most appropriate positions, with the adequate responsibilities and working on the projects best fitted for their skills, experience and aspirations. Regular performance management is one way to gather some of the information necessary to evaluate talent. It is necessary to keep track of people’s skills, any additional education and training they may have received since being hired and specific experience they may have developed. However,  to fully evaluate the organization’s talent, people have to be assessed in the larger context of functional and cross-functional teams and the overall organization chart. The objectives of current activities and projects and the specific expectation for people to achieve them also have to be taken into consideration to provide an accurate picture of the internal talent pool.

So, why should organizations take steps to assess their talent? Well, it’s about people. Most organizations agree that they are only as strong as their people and teams and many even recognize that “employees are a company’s greatest asset – they’re your competitive advantage” as said Anne M. Mulcahy, former CEO of Xerox Corporation. Yet, few organizations take the time to regularly question whether they continue to have the best suited people in the right roles and whether their people have what they need to be successful in their positions – be it the skills, experience, team members and equipment. Do your people have what they need to continue to develop and achieve their highest potential and to continue to positively contribute to the organization’s success? What does it take to be able to protect and nurture your “greatest assets” and preserve your competitive advantage? Maintaining and growing its activities as well as launching new projects require that the organization have the right mix of people who continue to share the organization’s values and an organizational structure that supports the organization’s vision, mission and objectives. Are functional and cross-functional teams adequately staffed to be successful? Could the organization be in need of different or more talent to reach its goals?

Really knowing your people will help you make sure you have the right individuals, in sufficient numbers, making up the best teams that fit together to accomplish the mission and reach for the vision. It does take some effort to get to know your talent pool. Do you have people within your group who can ask the right questions, review the documentation and gather the information required to fully assess the organizational chart? Essence Recruitment has the expertise to provide Talent Assessment in order to fully understand your organization, its past, present and future. We aim to understand your current team, your values, your culture, your vision and your organization’s potential limitations in terms of talent pool. Essence Recruitment’s Talent Assessment can help you reach your aspirations in terms of organizational structure and people performance.

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WHY HIRE A RECRUITER

As a professional recruiter, this is a question I often get. I’m going to answer it and give you some food for thought. But first things first – let’s be clear on the definition of a recruiter. A quick Google search will lead you to the business dictionary’s definition of a recruiter as “an individual who works to fill job openings in businesses or organizations.” However, according to the Association of Professional Recruiters Canada, professional recruiters have more to offer beyond trying to match job seekers with open positions. They have the knowledge and skills required to reduce recruitment costs, lower the risk of erroneous hiring decisions and avoid needless litigation. In short, a professional recruiter can save you time and money.

Many people think that because they know the job and went through the interview process once or twice before that they can recruit. We, recruiters, beg to differ. There’s a lot more to successfully recruiting than just dusting off the job description, placing an ad and meeting a few candidates. Effective recruitment matters because ultimately your organization can only be as good as the people that make it. As James C. Collins put it in his book Good to Great: Why Some Companies Make the Leap…and Others Don’t, “Those who build great companies understand that the ultimate throttle on growth for any great company is not markets, or technology, or competition, or products. It is one thing above all others: the ability to get and keep enough of the right people.” Getting the right people requires method and skills, it means having a solid recruitment strategy and implementation plan.

Before starting any recruitment process, you need to ask yourself a few questions? For example, if you are recruiting for an existing position, now is a good time to reassess it. What are the duties and responsibilities? Do you need the position in its existing form? How does the position contribute to your organization’s goals? Does it require special skills and education? How about the personality requirements? Doing a thorough assessment early will allow you to be clear on the type of position and person you require. An experienced recruiter will ask the right questions so you end up with a precise job description and compensation package, a well-formulated job ad and position marketing strategy, and a fitting matrix to select the right candidate.

Beyond the job itself, how well do you actually know your organization? You may wonder why that matters, but having a clear understanding of the impact of its structure, culture and values will also help you recruit the best candidate. Successfully filling a position means more than just getting someone to do the job. Experience, education and drive are not enough. How will the individual fit within the organization? Are their values in alignment with yours? Would you hire a vegetarian to sell meat? Probably not! Is your organizational structure optimized to reach your goals and help your employees meet or excel their objectives? Again, a professional recruiter can help you take stock of your organization’s features and screen potential candidates with these features in mind.

Why do I need a recruiter when I already have a human resources department? That’s another question people often ask me. Well, the real question should be – is our human resources team well versed in recruitment? Not all human resources departments are created equal. There are many diverse disciplines within human resources, although they all contribute to people management. It’s kind of like carpenters and bricklayers; they each contribute to the construction of a house but bring different skill sets. Internal human resources professionals often focus on the management of employees once they have been hired, such as management of their benefits, training, discipline, promotions and more. Recruitment professionals focus on all the aspects that have to be aligned to ensure your satisfaction and that of the new recruit for a positive long-term relationship. We bring expertise in the design of the right position to meet operational objectives, the offer of fair rewards for the position, the delivery of pointed interviews to efficiently identify potential recruits, and finally the selection and attraction of the best candidate.

As CEO of Essence Recruitment, I believe in “hiring slow” – that means taking the time necessary to understand your organization and its existing workforce. It is about establishing a partnership to contribute to your organization’s overall success. So, next time you think you need to hire for a new or existing position, think professional recruiter first.

Tracy Arno

CEO, Essence Recruitment

February 2017