Recruiter Confessional: Why Business owners should share with their Recruiter the same as they do with their Doctor

I am reading a very interesting book right now called “Who” by Geoff Smart & Randy Street. Wonderful read, relevant and current information about using scorecarding and sourcing. I’m only 50 pages in and I hit a sentence that inspired me to write an article. It just hit me. In a chapter discussing using external Recruiters to source talent, they offer this: “Think of recruiters much the way you would think of a doctor or a financial advisor. The more you keep them in the dark about who you are, what’s wrong, and what you really need, the less effective they will be.” Simple and obvious right?

This inspired me because I’m actually at this stage with my clients right now. One of my favourite parts of the job of Recruiter is getting to know the company whose hiring project(s) I have taken on.  I’m talking about really getting to know them, at a personal level; this is a special privilege that I hold very sacred. Part of these initial critical conversations often involve having honest, no holds barred discussions with Business Owners & Leaders whom I invite to share with me what may be broken in the organization and in need of some improvement. During the Recruitment Planning phase, we talk about hiring habits and practices prior to my involvement, their best hires and the misfires. I ask about their interests, their goals for the business, what they worry about among many, many other things. These are candid free flowing confidential chats. I asked pointed questions for a purpose. My projects are diverse, across many industries due to my decision not to specialize. In each case, I pick my clients because they will teach me something new. Like taking a course, each hiring project exposes me to new markets, technologies, management styles, business philosophies, systems and processes and I broaden my knowledge base each and every time. My clients are often my teachers; another privilege of running my own Recruiting Consulting business. The advice and guidance I get for my own business from my clients whom I develop true personal relationships with is an unexpected privilege.

When my clients are truthful with me about the inner workings of their business, good, bad and ugly, this provides a true “lay of the land” which is used to spot their talent and effectively market and pitch the opportunity to prospective A players on their behalf. Knowing how my clients think, how they rationalize, how they manage and lead is the stuff that motivates me to be the best Recruiter they have ever had and their first call when they need to hire again.

This career has allowed me to develop and fine tune my listening skills and my ability to be intuitive when it comes to the matchmaking element. I love being a matchmaker, a connector of people. It is who I am and gets me up out of bed every day with challenges to tackle. Let me tell you, people are super complex and figuring my way around the truths and lies when sourcing and interviewing is the downside, negative as that may sound. Being a Recruiter is a very interesting professional that truly offers continuous learning and development. A job well done is the goal, measured by great connections made, careers built, businesses made better as a result of great people connected at the right time.

Posted in Social Recruiting

Podcast Recruiting Concepts Oct 3, 2017

115 – Recruiting Concepts – with Krista

Posted in Uncategorized

The 6 things you want in a good recruiter.

The clients I typically work for require executive recruitment services; they fall into 1 of these 3 categories:

  1. Mid to Large sized companies with no in-house HR whose hiring is decentralized and falls on the shoulders of individual Business Leaders to handle
  2. Small business owners who are overextended and have little time to methodically handle the recruitment of quality candidates to their organization
  3. HR Leaders in large organizations who have multifaceted responsibilities preferring to partner up and source out their recruiting to a professional recruitment agency

If Recruitment Solutions are needed, here are the six things you should look for in a recruiter.

  1. Instinct.

A good gut is a recruiter’s secret weapon. It’s what separates the great recruiters from the mediocre ones.

My instinct about a match is almost immediate but that gut feeling involves sifting through a lot of data, some of it hard, some of it interpersonal.

  1. Soft skills.

Most postings speak to the skills necessary for the job: the specific talents and technical skills required. The core ones are non-negotiable.  That makes perfect sense.

But there is something to be said for learning what people want in a particular stage of their career and what is lacking in their present job that inspires them to move. A great recruiter asks that question before ruling out a candidate who might not perfectly reflect the qualifications.

  1. A willingness to drill down to find the applicant’s motivation.

You need to see that the applicant has the right mentality, the right core values. You must figure out what matters to the candidate in the context of the job but also in the context of who they are as people.  If I see the alignment is there, that’s when I can go back to my client and say ‘okay, here’s why this person is worth a conversation.’

  1. Patience at the front end of the process.

A great recruiter will invest up-front time with the client.

The company creates and determines everything. They get to decide who they want to hire, what they want to pay, how they want that person to develop. My job is to channel that, to get it solidified and concrete so I can step out of that and find them the right person.

The time involved to complete a search can vary. I recently had a project that took me four months to complete. A great deal of that time was helping the client refine their wish list. I don’t have all the answers but I can certainly communicate what I’m seeing, who I’m talking to and the applicant’s motivation.

It’s intel.

  1. Experience.

I’ll just say it: I would not have had the skill set you need to excel at this job when I was 25.  I can’t see how anyone would.

I have always listened very well. I was always intrigued by what made people tick. That just came naturally for me. But only with experience can you learn to channel those assets. You need time to keep fine-tuning your instincts, to keep learning about the motivations of clients and candidates.

  1. Enthusiasm.

Finally, and this one is just as important as the other five, you need a passion for the job. That means seeing it through even when you can’t visualize a successful resolution. If you never quit each dead end is really just another stop on the road to a successful hire.

When I get a great match…well, there’s no feeling like it. Being a great recruiter means you are addicted to the feeling that comes with engineering a match that is perfect for both parties, the company and the applicant.

 

 

 

 

 

Posted in Social Recruiting

Smart employers understand something you may not: Recruiting is Marketing.

A remarkable thing is happening in the staffing industry.  Recruiting has been repositioned into a company’s overall Marketing Strategy.

Think about that for a moment. Leading companies, your competitors, think it is as important to attract new talented people as it is to garner more customers.

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Posted in Social Recruiting

What’s so special about specializing in employee recruiting?

It happens at parties, barbecues, at the gym: I tell people I am in the recruiting and staffing business and they ask me what I specialize in.

When I started my Burlington-based recruitment agency, I realized I need a good answer to the question.

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Posted in Social Recruiting, Uncategorized