1 June 2015
Client Advertising & Candidate Screening Process – Have we lost focus?
It has been admitted to me on more occasions than I recall that
clients will hire someone not on a recruiters database / not
introduced to them so they can avoid paying a fee. This, along with
a few other events prompted our recent survey - Click here to see the results and
Would paying "a fee" for the ideal candidate (culturally &
technically) be better than hiring someone "good enough" for the
role - who no doubt will not add the same value to the
organisation? We all know the answer!
I am certain I know what the shareholders & board
A recruitment fee can be paid back within a day, many times over
by hiring a candidate that literally is spot on, who will
add true value to an
Look at it from another angle (for the Pythagoras in all of
us!),- who out there quantifies what it costs an organisation in
stuff ups, incompetence, mining dilution through inefficient
spotting, grade control, "near enough" attitude with
geological/assay interp, dig plans, survey ore mark ups, poor laser
control, poor blasting etc?
- - Hiring an Engineer because they can use Vulcan, but screening
out the candidate who hasn't used Vulcan, but is highly proficient
in other software and is better at applying the principals of the
- - Hiring a Geo because they said everything right in a
HR/behavioural based interview, but rejecting the candidate who was
blatantly nervous, didn't answer all of the questions that well,
but was likely the best person for the role - but did you do any
references, background (informal) checks (Email me on how Stealth
can assist with this). Doubt it. You hired someone you
"assumed" to be the best OR someone that was "good enough"……
What does hiring the wrong person cost an
organisation? How beneficial is it to get the right
person and how much value can they add? Can be multiple millions
with one decision either way! An idea, a hunch based on years of
experience that leads to a significant discovery, reduced dilution,
higher recoveries, reduced maintenance - increased efficiencies -
increased profits / reduced costs!
So, is the recruitment fee the real cost
Are you sourcing the best candidates for your
Are we, as an industry, losing sight of the fact that it's the
people within your organisation that is the glue to your success -
profit or loss? Most companies state that their people are their
most important asset, but frankly, I see many making poor hiring
decisions and displaying the contrary.
Are you too absorbed by reducing costs and sticking to internal
budgets/KPIs that you'll hire someone near enough over someone
ideal because it'll save on a recruitment fee or save $10K on a
salary? Who quantifies this loss? How is it quantified if it
doesn't actually happen? Tough one, isn't it!!
Who sits there and quantifies it when it an employee messes up,
or is the error brushed under the carpet and covered up - just hire
someone else, but let's "get it right" this time! A rarity! Who
wants to highlight that they hired the wrong person and this is how
much they cost the organisation in their mess up and the associated
re-hiring, on-boarding costs and re-training.
Seriously, think about it………………………………….
Ok, long enough. What do you think? Let me know.
Solution Option 1: Put your role
out to us, the recruiter, once you have closed applications after a
week or two. We put a few resumes forward that you will
not have - cannot source through
advertising/social media - they are the passive market - the hidden
army of ideal candidates. The candidates that we have a
relationship with, who aren't trawling Seek or job boards every
day. Many are employed, so need to be tapped on the shoulder.
Then - may the best candidates, most ideally suited to your
organisation secure the role!!
Solution Option 2: Let Stealth do
the candidate screening for you! Simple - no large recruitment fee
- we agree to a set rate (hourly or daily) - we narrow the list
based on 20+ years of making it my job to know as many mining
professionals as possible - we do some background checks (Stealth
"Muppet Checks") and you're left with a shortlist to assess
yourselves - based on cultural & technical fit. You're also
left with a much smaller fee for service and better candidates who
will add value to your organisation.
Solution Option 3: Same as above -
but advertise with us also (at cost)! (Check
out our Dual Branding - Stealth's Premium Marketing Campaign)
The power of dual branding is exponential - you show off your brand
and we use ours to help flush out the passive/inactive candidates.
There's a whole separate article here that is based around
anonymity & psychology. Where candidates are more inclined to
apply for a dual branded ad campaign over a specific client one -
equally so for a basic recruitment agency ad, as, let's face it,
the majority of recruiter ads are believed to be fake and are!
Combining advertising is like putting peas with carrots, apple
sauce with pork! It works!
If you, the client, are serious about hiring the right person,
your internal recruitment function is great (in many ways), but it
cannot and will not always have the capability and does
not have the networks to flush out the ideal candidates!
Are you serious about hiring the right
Partner with Stealth and hire the best people! Agree to a fee
for service to help screen your candidates, advertise with us or
just get us to do the background checks - see results of
But at least you had a proper look……………..not a "boy
look" like my wife accuses me of every time I look in the fridge
and can't see the butter right in front of me!
Another tip: If you're a Line Manager / Head of an
organisation/department - get involved with your own hiring - take
responsibility. Make people and the quality of the people your
"It doesn't make sense to hire smart people and then tell
them what to do; we hire smart people so they can tell us what to
"A kite flies against the wind, not with it"
Old mate Churchill