I have spent the past several months trying to gain a better understanding of the different recruitment services offered in Toronto. Sending copious emails, cold calling, and networking was the core of my daily research routine. After speaking to several individuals in the industry, I came to understand that their response or lack thereof, could be seen as a reflection of one’s personal style of recruitment.
One of my first emails was met with a rapid response, suggesting a time to meet the next day. Enthused by the immediacy of my success, I inquired about current job openings. When I received a simple yes, my excitement continued to grow. My initial inquiry into gaining more information had transformed into an interview; I had struck networking gold. Upon my arrival, I met with several individuals in the company. I spent the next several hours screening resumes, perfecting my sales techniques and making cold calls. Although these are all important functions of the recruiting process, the accelerated speed had me question the authenticity and potential longevity of this position.
On the flip side, there were several occasions where my efforts to make contact were not reciprocated. For instance, during one particular experience I finally received a response after weeks of persistence, only to be told that I did not have enough experience for the position. When I reiterated that I was simply interested in learning more about the firm, I still sensed hesitancy. To my surprise, I received a phone call later that week asking if I was available for a meeting. When I arrived at the appointment it was evident why my status had shifted to high priority. The individual I was meeting with felt that I would be an appropriate candidate to fill one of the current positions at the firm. As a potential candidate, the suddenness of this situation seemed very obvious to me and I felt slightly uncomfortable. Placing candidates is what recruiters do, but there is a way to do this so that your candidate doesn’t feel like a “pawn in a game”. It is important to be subtle about personal gain and emphasize benefits to the candidate. .
Although my requests were not always met with unprecedented altruism, I must say that I was pleasantly surprised by many of my interactions. I had the privilege of meeting with some extremely helpful and inspiring individuals. The fact that people were willing to spend time with me when there was no apparent immediate benefit, is an indication that they understood a very important principle. I believe it is difficult to find success unless one approaches all interactions with an element of foresight; something beneficial does not necessarily mean something immediate.
In the end, I found myself at Linkus Group; a recruiting/HR agency that structures client and candidate interactions, based on the principle of quality over quantity. Whether it is a personal job search or a recruiter in search of a suitable candidate, finding an appropriate and well-researched fit should never be comprised of the temporary satisfaction of simply filling the role.