Recruit Like A Human, Part One

A simple Google search for, “best recruiter practices,” will yield no shortage of articles and blogs with fantastic information. With tips on software, processes and recruiting hurdles, a little reading can improve the skills of even the most seasoned recruiter. With all the available knowledge, tools, apps and protocols, it is imperative that we not forget one key element: we are recruiting actual people. My hope is in not only finding the best candidate for every position, but meeting amazing individuals regardless if they are the right fit for this position or one in the future. Since I myself am a person, I strive to remember a few simple practices along the journey to talent sourcing:

1. Remember what it was like when you were job searching: Career searches can be quite stressful. Searching, applying, and the follow up all take their toll on the job seeker. The real stress, however, comes with waiting. Most people are not lucky enough to have gotten every job they have applied for and understand when I say that the wait is emotionally draining. Waves of excitement, dread, curiosity, hope, doubt and even fear are just part of the copious onslaught of emotions as one waits for an update. The sad truth, however, is that most recruiters never take the time to update their candidates unless the individual is selected for the next stage. Then the cycle of emotions begin all over again. Simply remembering what it is like to be back on the job market should encourage any recruiter to use the upmost consideration when dealing with their candidate. Don’t leave your sources hanging. Follow up and update them often.

2. Find the real motivation for moving: Money talks, but a dollar raise walks. Often we will see a new recruit leave for another opportunity before the job offer signature is dry. With a little effort and the right questions being asked, a recruiter can find out why a particular candidate is considering a change in careers. If money is the only motivator, a more lucrative opportunity could present itself sooner than later. Knowing and understanding your prospect’s motivation to make a change can help you better communicate and facilitate the process. Does the candidate need something closer to their residence? Do they desire more PTO? Does their current facility have temperature control? Discovering their motivation not only equips the recruiter with the ability to truly sell the company, it also saves them time and effort if the position is not a good fit. There may not be a reason to move forward with someone who lives 50 minutes away from your facility if they currently driving 40 minutes to work and they want something closer.

3. Share your knowledge: Anyone who has spent time recruiting has seen plenty of examples of poorly written resumes or failed interviews. A bad resume and even failed interviews are not necessarily signs of a bad employee. Some of the best candidates you find have not written a resume or gone to an interview for quite some time. Someone who has been in the same career for the last fifteen years and now finds themselves job searching, may not be up to date on resume writing. Interviewing for a position after being gainfully employed for years can be frightening. Taking the time and effort to share your knowledge will not only help those individuals succeed, but will in return, add to your reputation of success. Give them resume writing tips. Send them an email with interview preparation questions. Even if you are an internal recruiter, your goal is the find great candidate. Surely you want your candidate to put their best foot forward when you present them to your hiring manger. If you are going to present someone for consideration, help make them shine.

Recruit Like a Human, Part 2 coming soon...