Notes on Recruiting: Recruiting Foundations
“Notes on…” is a series, based on notes I took during Lynda.com courses I completed.
Each post highlights a key takeaway I took from the course, along with my own notes.
This course was really helpful in giving me insight into the challenges and rewards of recruiting. What excites me is that “no two days are the same” and the emphasis on asking powerful, open-ended questions to hone-in and get to know what makes a candidate tick. At the same time, since it sounds like recruiting can be a bit chaotic, the tips about time management were really insightful.
Principles of Recruiting
Changes lives; make a difference; have no limits; no two days are alike
Finding, attracting, engaging, assessing, and hiring talent for work
Career advocates - the best listened in a person’s life
Attitude and Expectations
Self-talk creates self-image, which creates real performance
Recruiting is a sales profession
When things don’t go your way: “So what? Now what?” “Next!”
Ignore negativity: Never watch the news
Provide written expectations:
What they can expect from you; what you need from them (on the employer and candidate end)
Time Management and Planning
List 6 top priorities daily (things that are closest to a hire)
Complete top 4 priorities done by noon
Focus where you need results
List all outgoing calls for the next day
Implement a “touch it, take action” process for email (TITA). When you open an email: Answer it, delete it, or file for future action
Conduct a time study for 21 days - write down everything you do - then number tasks - top 10 tasks is where you make hires happen (focus on those actions) - delegate lower level tasks
Overcome Objections (a skill you must become great at)
HA: I don’t need your help; I can fill it / Save you time and money
C: I’d rather submit resume directly to company. - I have inside knowledge and get your resume to the right person
HA: I don’t have time to interview / What is your timing for filling this position? What problem is this opening causing you or your dept?
C: Send me the job description and I’ll decide / We have numerous positions - not sure what’s most important to you/want to do
HA: Your candidates are too expensive / Help me understand what you prefer to offer; find out what past employee in that role made
C: I can negotiate my own salary and can do better / I know the ranges. I can get you the best offer. I know these hiring authorities
HA: You haven’t filled my last few jobs (no results) / The last time we worked together, we were very close. Filling this is a priority.
C: Last time I applied, you didn’t even call me / I have job opportunities that match exactly what you’re looking for. Let’s clarify what’s most important to you. Apologize and show what’s in it for them.
Candidates use social media: Find out about a person, just by their social media preference
Connect where it counts: Figuring out where they are; where do you go to find them?
Connect with your contacts: Quality over quantity; follow-up with contacts; identify who are the biggest influencers (LinkedIn and Pulse)
Create an editorial calendar: Post relevant content regularly; what will you post? Where? How often?
Treat others how they’d like: Position yourself that will treat them that way
Focus on quality vs. quantity: Make it easy for job hunters to find you
Hiring Authority Techniques
Position yourself as a solution
Obtain sign-off from every stakeholder - for the job requisition
“I take my direction from you.”
Position yourself as the solution
Focus on the HA “what’s in it for me”
See the problem from their eyes
Be their confidant and sounding board
Proactively anticipate future needs or problems - What is the toughest position for you to fill?
Keep then informed of trends and workforce/workplace issues
Identify companies they respect
Inform them of the interview activities of your candidates
Obtain Thorough Specs through Creative Questioning
If you ask the best questions, it will result in more hires
Listen twice as much as you talk
Prioritizing needs shortens hiring times
Creative questions reveal issues you can help resolve
Ask open-ended questions
Focus on the “what’s in it for me” for the other person
What companies would you love to hire from most/companies you won’t?
Earn Respect and Trust of Hiring Authorities
Honesty: credentials and experience; level of interest, verify credentials, fees/bill rates/guarantees
Improved Communication: Listen and understand; discuss the “caliber of person” to hire
Respect decisions: Don’t make them defend what they’re doing
Candidates Best Practices
Attract Top Talent
Before Making a Presentation
Most people would make a change given the right opportunity
Present yourself as an expert, Offer unique opportunities