Notes on Recruiting: Recruiting Foundations

“Notes on…” is a series, based on notes I took during courses I completed.
Each post highlights a key takeaway I took from the course, along with my own notes.


key Takeaway

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

Recruiting Process

  • 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

  1. List 6 top priorities daily (things that are closest to a hire)

    1. Complete top 4 priorities done by noon

  2. Focus where you need results

  3. List all outgoing calls for the next day

  4. Implement a “touch it, take action” process for email (TITA). When you open an email: Answer it, delete it, or file for future action

    1. 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)

Four objections

  • Service:

    • 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

  • Postponement:

    • 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

  • Price:

    • 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

  • Personal:

    • 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.

Recruiting Methods

  • 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

  • Provide Feedback

  • 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