The Recruiting Matrix

Recruiting is all about relationships. It is all about building enduring relationships with companies and with applicants. But often there is an unhealthy focus on filling the vacancy.

A major part of the reason is the recruitment sales model, which is sadly broken. Most recruiters are focused to get vacancies, then to get candidates, and then to close the deal. During this transactional approach, there is insufficient focus on developing meaningful relationships. And because of the model, if there is a change in either recruiter of company manager, the whole process is duplicated.

When I speak with other HR managers or hiring managers, there is an unanimous view that many recruiters are not interested or able to develop a consultative approach. There is little in terms of adding value and adopting a more considered approach.

For example, it would be an exception to the rule to meet a recruiter that asked me as part of the briefing what the outcome was of the exit interview. There is a general discussion, but no deep analysis or understanding of the trigger for the vacancy. In most of the cases, the recruiter is ready to present their shortlist. There have been a few times when I would even receive a number of CV’s before the briefing, though the recruiter has never done any recruiting for the business. Very proactive but also perhaps just a little bit premature to demonstrate real consulting skills. The first step in consulting is to fully understand the problem.

Recruiters need to be able to reflect, develop and build contacts, have a real knowledge of their clients and most importantly, be a consultant by adding value to the recruitment process.

In The Matrix (1999) the following scene takes place:


Spoon boy: Do not try and bend the spoon. That's impossible. Instead... only try to realize the truth.
Neo: What truth?
Spoon boy: There is no spoon.
Neo: There is no spoon?
Spoon boy: Then you'll see, that it is not the spoon that bends, it is only yourself

As this blog post is about the Recruiting Matrix, I include the following matrix to highlight the considerable shift in relationship moving from just another supplier to being a recruitment partner.

The relationship can best be depicted as an arrow as we aim for a strong partnership. The deeper the relationship, the more likely is the mutual benefit for both parties. We need to change our thinking, by bending ourselves.

In a previous blog, Are you a gold recruiter?, I highlighted that there is a huge business cost in dealing with a large number of recruiters. In a previous company we were dealing with more than twenty recruiting companies! Every week I would meet with a different recruiter, either updating them on the business, or worse, having to explain the business to a new recruiter.

So here is a real challenge for each recruiter in 2010 – take a bit of time to see how much of your business is in the first or second columns, versus more value added relationships in the last two columns.

And for HR departments, if your recruitment budget is tight and you are dealing with a variety of recruiters, you may just be missing out on the great opportunity to have a real recruitment partner in your corner, helping you to attract and retain great talent.

The Trusted Recruiter

In his well-known book, The Trusted Advisor, David Maister explored the paradigm of that very important business relationship, using the professional services paradigm as a basis. His book covered some key components of trust (the trust equation), the process of creating trust (including the most common trust-breaking mistakes and this post includes a good example).

Trust is not a soft or an ambiguous concept – and it should not be. Some years ago I attended a one-week leadership course by an American trainer – Ken Blanchard (not the writer). During the course we did a trust exercise and the one take-away learning was that trust is an absolute concept. You can think clearly about it and be seen as a trusted advisor by your clients.

Not all roles are created equal

Life is just not fair. There are some roles that get the best out of a person, and then there are roles that were designed to make your life feel at times like hell on earth.

The best roles are those with a great company and with a great boss. However, some roles are just not equal. In two of my roles I only stayed for one year, but started looking around after one month, as I realized my unfortunate mistake.

To cope with the demands of different roles, you almost need to live in the skin of Tara, changing constantly to deal with different situations.

Here are some interesting roles that you may be recruiting for:

1. The Explorer. A new role is always risky. Often the business is unsure of what the role is all about. You need to shape it to fit the business. They will either love it or hate it. Usually takes leave at the end of a role. Ideal for adventurers keen to explore new territory. Must be a problem solver par excellence.

2. The Actor. Role has been revamped as the previous person failed to make it. Look for murder weapon. Role may have been vacant for years until need have finally been reestablished. Now includes all the odd jobs nobody wants to do. Takes leave every few months to look for another role. Ideal for those that still believes in fairy tales.

3. The Rower. This is an on-going role. The seat was still warm and everyone expects you to simply pick up where the last person left off. Works best if you share the same name as the previous incumbent, saves on working to create an impression, as well as email – charles@. Needs to take three weeks leave every year to recharge the batteries. Ideal for those looking for a comfortable role and keeping things steady.

4. The Diplomat. Your manager had too much to do and all delegated/unwanted tasks have been packaged in this role. Great title but no responsibility. Will spend most of your time in endless meetings. Takes leave one day at a time so job insecurity remains undiscovered. Ideal for a go-between. Previous marketers please apply.

5. The Slave. Often carries title such as Administrator. Low risk role but heavy workload. Previous person knew everybody. Need ability to write down long list of things to do. After every meeting will have an action list. Takes all their sick leave. Ideal for those who likes extreme sports.

6. The Player. Great role and you are part of the team. Your role is well-defined and every one knows your role and how it fits in with the rest of the team. Last incumbent was promoted. Leave is planned months in advanced. Ideal for hard-working and ambitious person.

All roles need to be filled. Badly designed roles will often do little to enhance a candidate’s CV or help the recruiter with more roles.

It has been said that people join good companies and leave bad managers. Most of my roles have been great, largely because I got on well with my manager. A good manager can make a bad role tolerable and will promote you if do a good job. A bad manager will quickly make a good role feel like you are part of a losing team.

Finding a great role with a great company is like finding a great script with a great producer. It makes for a great story!