The success of a recruitment mandate depends on clear communication, a mutual understanding of objectives... and solid collaboration with hiring managers.
At Glasford International Canada, we place this relationship at the core of our approach.
Representing Our Clients with Accuracy
As soon as a mandate is entrusted to us, our role becomes that of brand ambassador. We don't just fill a position: we embody the organization's image in the eyes of candidates. This requires a thorough understanding of the corporate culture, values and context of the position to be filled.
We always start with a rigorous needs assessment, by meeting the relevant manager. This step is crucial: it enables us to identify the role's priorities, the essential criteria (and those that are less essential), and the challenges of the sector or position.
Afterwards, constant communication enables us to adjust our approach as needed, and to manage expectations with rigor.
Managing Expectations... and Realities
Not all managers have the same approach to recruitment. Some arrive with high, sometimes unrealistic, expectations. Others hesitate, change their minds or have difficulty clearly defining the ideal profile. In these cases, our role is to ask the right questions, explain the limits of the market and provide concrete data to readjust the strategy.
For example, if a manager wants a candidate with 15 years' experience in an emerging technology, we explain why this profile doesn't exist. We deconstruct the requirements one by one, always with respect and transparency.
Another frequent challenge? When needs change over the course of a mandate. Sometimes, as the interviews progress, a manager realizes that he or she is looking for a different type of candidate. Once again, the important thing is to keep an open dialogue, to be agile and adjust your aim without losing sight of the final objective.
Relying on Data and Dialogue
Our decisions are based on market analysis: talent availability, salary trends and industry competition. This data is essential to guide our customers towards realistic, informed and effective decisions. This is one of the pillars of our success: a fact-based approach, combined with open communication.
A Proven Approach
Our collaboration with hiring managers is a key factor in our effectiveness. We've seen time and again how a well-managed relationship with them can turn a complex process into a smooth, aligned success.
Conclusion
The relationship between the recruiter and the hiring manager is not limited to the transmission of CVs. It's built on mutual trust, constant communication and a shared vision of success.
At Glasford International Canada, as strategic partners, we guide our customers through the recruitment process to ensure that every hire is a lasting success.
