Are we rusty as corporate recruiters? We haven’t had the amount of positions to fill as we have in the past. Volume is lower. Search assignments are scarce. I almost believe we are sharper when the volume is high. With only a few searches to work on, we may forget some of the steps we need to cover, when we haven’t been working at the capacity we once were, like it was just last year.
Our skills need to be sharp — even sharper than ever. It’s more important now that we bring in the best candidates possible, and actually get the candidate to accept the offer. No room for errors. We need to go through our recruiting process and make it perfect.
It takes all you know now, when that important search comes up and once again, you kick into high gear, ready to fill it with the best this market has to offer. What we used to do with 60 jobs on our plate at once is all different, now with only a few key positions to fill. Being in “auto pilot” is something that went away last fall. Now it’s a new game, and we need all the expertise we have to pull it off.
This is the best time to take out the book on recruiting, and don’t skip a page. (Is there really a book on recruiting? We can only wish). Every move, call, and discussion matters. We need to be at the top of our game. The stakes are high and the results need to show. We may not have a real book to turn to, but what we have is our experiences. We need to do everything we can through the process to ensure an offer will be accepted. Which hiring manager wants to make a mistake in hiring? If they get the “go ahead” to hire, they will be very specific in what they want and how. The pressure is on the recruiter. Here is where the good recruiters stand apart from the great. Cover all the bases.
Every search has a degree of difficulty, and more often lately the difficulty is we don’t want to go all-out public with our search. Many companies have been restructuring, and “what would the public think if they found we are hiring?” We also don’t want to wave the “come and get me flag,” flooding us with calls from other recruiters who just want to help, or all candidates who are looking right now, for any opening. We want the needle, not the haystack! With all that said, we need to take the right steps and get this done.
Perfect recruiting? It means not missing a step. All along the process we must pay attention to every detail. No skipping steps. It’s by the book!
Get the Details
Take the time with the hiring manager and get a strong job description, and this includes exploring and challenging each element. How many times do our managers start off looking for one set of skills or experience, and end up with something totally different? Through strong questioning a top recruiter can sort out the “have to haves” from the “want to haves” giving a more solid game plan. Stay in tune to the manager and keep fine-tuning the job description. It will change; it always does. A great recruiter can ask the tough questions and nail down the details.
Get the Approvals
When it comes to approvals, take the time to go the distance. Get the approvals from the normal chain, and go up a level or two. But don’t stop there. If the recruiting process takes awhile, double check with the approvers that you still have a green light to hire. Our business environments change often and so does the decision to hire. Don’t wait till you are ready to make an offer to find the job was put on hold. Ask the tough questions and ask them often.
Progress Reports
Keep your managers aware of your progress and your slate of candidates. The managers need to see the effort and to anticipate the results. Throughout the process we need to keep checking, asking those questions. Each new candidate considered could bring new thought to the position. After each interview, debrief with the manager and see what’s different.
Source:
http://www.ere.net/2009/03/19/perfect-recruiting/
Our skills need to be sharp — even sharper than ever. It’s more important now that we bring in the best candidates possible, and actually get the candidate to accept the offer. No room for errors. We need to go through our recruiting process and make it perfect.
It takes all you know now, when that important search comes up and once again, you kick into high gear, ready to fill it with the best this market has to offer. What we used to do with 60 jobs on our plate at once is all different, now with only a few key positions to fill. Being in “auto pilot” is something that went away last fall. Now it’s a new game, and we need all the expertise we have to pull it off.
This is the best time to take out the book on recruiting, and don’t skip a page. (Is there really a book on recruiting? We can only wish). Every move, call, and discussion matters. We need to be at the top of our game. The stakes are high and the results need to show. We may not have a real book to turn to, but what we have is our experiences. We need to do everything we can through the process to ensure an offer will be accepted. Which hiring manager wants to make a mistake in hiring? If they get the “go ahead” to hire, they will be very specific in what they want and how. The pressure is on the recruiter. Here is where the good recruiters stand apart from the great. Cover all the bases.
Every search has a degree of difficulty, and more often lately the difficulty is we don’t want to go all-out public with our search. Many companies have been restructuring, and “what would the public think if they found we are hiring?” We also don’t want to wave the “come and get me flag,” flooding us with calls from other recruiters who just want to help, or all candidates who are looking right now, for any opening. We want the needle, not the haystack! With all that said, we need to take the right steps and get this done.
Perfect recruiting? It means not missing a step. All along the process we must pay attention to every detail. No skipping steps. It’s by the book!
Get the Details
Take the time with the hiring manager and get a strong job description, and this includes exploring and challenging each element. How many times do our managers start off looking for one set of skills or experience, and end up with something totally different? Through strong questioning a top recruiter can sort out the “have to haves” from the “want to haves” giving a more solid game plan. Stay in tune to the manager and keep fine-tuning the job description. It will change; it always does. A great recruiter can ask the tough questions and nail down the details.
Get the Approvals
When it comes to approvals, take the time to go the distance. Get the approvals from the normal chain, and go up a level or two. But don’t stop there. If the recruiting process takes awhile, double check with the approvers that you still have a green light to hire. Our business environments change often and so does the decision to hire. Don’t wait till you are ready to make an offer to find the job was put on hold. Ask the tough questions and ask them often.
Progress Reports
Keep your managers aware of your progress and your slate of candidates. The managers need to see the effort and to anticipate the results. Throughout the process we need to keep checking, asking those questions. Each new candidate considered could bring new thought to the position. After each interview, debrief with the manager and see what’s different.
Source:
http://www.ere.net/2009/03/19/perfect-recruiting/
