Evan Lerman is the Director of Recruiting at Interactive Brokers. He uses external vendors to find the best talent out there in the recruiting industry. He isn’t alone.
Outsourcing the process of finding top talent allows senior management to focus on building strategy and strengthening their company – rather than having to read thousands of resumes or worse speak to thousands of potential candidates.
Ironically, many senior talent acquisition executives wind up sifting through hundreds of emails and voice mails trying to find the right vendors for their companies. It’s especially hard when you have to keep efficiency, quality of work, and your company’s budget in mind.
Lerman has faced this issue numerous times. For him, the process of finding a vendor that is “cheaper, better, and faster” is a hassle. His primary goal is to develop meaningful relationships with prospective candidates.
For Lerman the lowest price, the quickest turnover, and the best quality work aren’t the only important factors when choosing the best vendor.
Lerman strongly feels that the top vendors in this industry are the ones that take their time to learn the ins and outs of a company. According to Lerman, the candidates being sent over must be aware of all intricacies working for Interactive Brokers. Recruiting firms on Reflik, like RKR Resources, find success recruiting for Interactive Brokers for this reason.
“A lot of vendors try to draw you in with buzz-words without ever asking important questions like what the dynamics are like for the company’s team,” Lerman said.
Any vendor can give statistics and metrics. But it’s the vendors who know how to process that information and create a dialogue with their client who are the most qualified.
Lerman found that the most favorable recruiting professionals and recruiting firms are those who “consistently exhibit open communication.” Lerman expects his search to be narrowed down to people with key skill sets. According to Lerman, many vendors do not do this. Instead, they miss out on the important details – allowing less qualified people into the pipeline.
How Reflik solves the hassle of dealing with external vendors in the recruiting industry
Fortunately, Lerman chose Reflik. Surely, vendor management as a process can exacerbate administrative burden – from trying to find vendors to dealing with day-to-day tasks involving them.
As a Talent Crowdsourcing Platform, beyond just finding the best candidates in the smallest amount of time, Reflik deals with hundreds of recruiting agencies. Thus, it relieves the whole anxiety-ridden process of finding and dealing with multiple vendors.
Reflik focuses on its clients
Lerman found that finding service-providers who listen to their clients to find the top talent was challenging. Reflik’s award-winning Talent Crowdsourcing Platform solved this problem for Lerman. He thoroughly appreciates the “transparency and level of communication” that Reflik has brought to the table.
“What made me go with Reflik was their dedicated account managers and their centralized platform. I didn’t have to worry about them missing any of the intricacies of the company because they asked such detailed questions,” Lerman had told us as a guest speaker in our webinar. “This allowed me to focus on what I value and do best, which is to build relationships with candidates that are qualified enough for me to call colleagues. I thank Reflik for allowing me to focus on this for the fraction of the cost.”
[Updated May 21, 2019]