Over the past few years, I have studied recruiting. I have discovered much, but nowhere near it all. I have considered tried and true methods, and I have drawn blueprints of what the future of recruiting will be. I look at where we are today with all of the tools and the technologies and apps that are intended to make us all Super Recruiters, and I see that there is no one size fits all approach for every organization. It comes down to your philosophy. Your Philosophy of Recruiting.
This week I spoke to several new people in a training program that we are offering in Romania. We teach them how to become recruiters and then give them the opportunity to prove themselves and the best will continue to work for our organization. So as a session was beginning this week, I felt that it was important that I gather these new trainees together, as well as our existing core team, and go through my Philosophy of Recruiting with them. We can teach them to do certain processes and use various technologies – but why? Why do we do the things that we do? What are the purposes and ambitions behind each of our actions?
1. Our approach should be a good mix of both high tech and high touch. Modern day recruiting, in my opinion, has gone too far to the technology side. It is now possible for a candidate to apply for a job and go all the way through the recruiting process and never once see or touch another human being. While that may seem ideal for high volume recruiting, consider that the human element is what helps in building trust and a rapport with a candidate and a hiring manager. When an offer comes, and things start to break down a bit, what piece of technology can come save the day better than a recruiter who has spoken with and built a level of trust between both the candidate and the hiring manager. That trust cannot be built in a single phone call when an offer is on the line, it’s built over the course of the recruitment process.
2. Invest your time in those that you KNOW are qualified. Don’t reach. I invest my time wisely. I spend that time with the ones who I know are a fit for the job. When I get on a call with the candidate, I know they are qualified – I just want to see if there might be something that would keep me from moving forward with them. Most recruiters invest their time too broadly and speak with candidates that they hope are a fit and look for a reason to present them. It’s eating up bandwidth and slowing the process by taking the approach.
3. A great candidate is a TOTAL candidate. While all recruiters can take the bullet points on a job description and go find someone who matches up with the majority of the bullets – that does not make them a great candidate. Skills and experience are only a portion of the candidate. Knowing their motivators, drivers, behaviors, and personality make up the other portion. When you find a candidate who can function in the job because of their skills and experience, but can also work well within the team and handle the various issues that may come their way in a positive manner – now you have a great candidate. The screening process should cover the total candidate.
4. Candidate Presentations matter. It’s up to you what kind of picture you paint of your candidate. It can be filled with quickly drawn stick figures, or it can be fine art that places you face to face with the candidate. For the fees that recruiters charge, your customer deserves more than a summary paragraph and a resume. Give them the full picture so they can make the best decision for their organization.
5. Event Sequencing drives success. This one thing holds you accountable. When speaking with a hiring manager, before hanging up – commit to what you are going to be focused on doing and when you will have it completed, then schedule it. Get a day and time on the calendar for you to speak to that manager again and provide the things that you have committed to doing. Will it be difficult – you bet. But it also drives you to do what you might not otherwise do if there wasn’t a firm commitment on the calendar.
6. Control your day, don’t let your day control you. Schedule everything. Arrange your day before you begin your day. Give priority to the things that need it. Do not allow yourself to just get blown from one thing to the next throughout your day or you will realize that you just didn’t accomplish much.
7. Be exceptional. Consider how you can set yourself apart from others who do what you do. Find little things that others don’t think they have time to do, and do it. Others will notice and it will pay off in the long run.
Those are the basics. They are at the heart of what I emphasize. Of course, there are lots of processes and metrics to hit – but behind them all, this is what drives it. I speak often about how I see recruiting going through a dramatic change in the next 3-4 years. The way we have been doing things simply will not be acceptable by the next generation workforce. You can see those thoughts in other posts I’ve made. If you have questions or thoughts regarding it, please reach out to me.
As I end this post, what would you add to my list above?