We like to get to know you well

We all know that personal relationships are hard work but business ones don’t have to be.

If you choose the right recruitment partner and create an environment where they can build a long-term relationship with you and your organisation, you can reap real rewards.

Without stating the obvious, the recruitment business is people-based. To a large degree, it’s founded on intuition, gut instinct, the ability to accurately read people and assess their suitability for the particular role in question. Of course, evaluation of an individual’s competences is also critical but this is a relatively easy process-based task. The question of ‘overall fit’ is the key one to consider. And it’s not as simple as it sounds.

Overall fit

With so many ‘hard and soft’ variables feeding into this concept of ‘overall fit’, it’s easy to get it wrong. From an employer’s perspective, the cost of hiring the wrong individual is significant not only in terms of wasted financial resources but also lost time, which can never be clawed back, no matter how hard you try.

Having a long-term recruitment partner, intimately familiar with your organisation’s culture, ethos and business approach mitigates this risk and makes the recruitment process more seamless and less of a headache for you. Research has regularly shown the more you invest in a relationship with a recruiter and the more familiar they become with your business, the better the outcome will be in finding the right candidate, first time.

A committed and service-conscious recruitment agency will invest the time and resources to get to know you and your organisation over time. And this isn’t limited to basic information on where you operate and what you do. It’s much more than that.

It’s having an insight into what makes your organisation tick. It’s having an in-depth understanding of your organisation’s personality and orientation – the pervasive cultural ethos as well as its business approach and strategy. It’s about building knowledge of the type of individual who will successfully contribute to a team in this working environment. It requires a partner who is willing to invest time and resources over the long-term.

Armed with this in-depth intelligence, gathered through multiple contacts over time, a recruitment consultant will look beyond the job specification and will instinctively know who will work and who won’t. By omitting these individuals from the selection process at an early stage, you are already ahead of the game in terms of increasing the probability of finding the right individual for your organisation.

But the application of this in-depth knowledge doesn’t limit itself to the selection process. It extends to every step of the recruitment process starting with the creation of the job specification, through the candidate selection and interview process and ends with successful on-boarding.

Job specifications

At Clarion Resourcing, we regularly encounter repeat clients who approach us for help in filling a role. There’s just one snag – they don’t have a job specification. In this case, with basic information and minimal input we create a comprehensive job specification for them with detail on the ‘hard’ and ‘soft’ skills required for the role. Through our in-depth knowledge of that client, we can also communicate the personality of that organisation so that potential candidates can make an informed judgement as to whether they want to apply or not. Time and time again, our clients tell us that this is one of the most practical value-added services that we offer to them.

Candidate Selection

This is one of the most time-consuming parts of the recruitment process and one where an agency can add most value. Clients regularly tell us that many agencies overload them with potential applications, the majority of which are simply not suited to the role. But by taking the time to get to know you, staff at Clarion can shortcut the screening process by accurately pinpointing those candidates with the required knowledge and experience but also the personality and work ethic that will represent a good fit with the client’s cultural and professional ethos.

The Interview

By sharing our in-depth knowledge of the organisation with the interviewee, they are better prepared for the interview process. And this makes the interviewer’s job easier. Thanks to ‘soft’ information on how the organisation works and what it expects from staff, the interviewee can highlight their personal characteristics and traits and illustrate concrete examples to the client of how they will successfully contribute to this organisational culture and ethos.


When it comes to starting new hires (contract or permanent), the knowledge acquired through long-term relationships can short-cut the on-boarding process and generate real productivity faster. For example, new hires can tap into many of the tacit organisational norms and guidelines that in lesser relationships can takes weeks to identify and understand. This makes the on-boarding process quicker and easier for the organisation and the candidate.

Ultimately, it’s up to each organisation to decide how to conduct the recruitment process. As a successful niche agency focused on providing IT, business and project managers to Irish industry, experience tells us that building long-term relationships is the way to go. It cuts down on churn, ensures that you get the best person for the role first time and establishes the basis for a mutually beneficial liaison which will stand the test of time.


On April 23rd, 2013, posted in: Blog by
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