10 things you can do today to become a better Recruiter for your company

I have been in recruiting for 30 years and hope a few suggestions can make your life easier.  Think about this:  Do your hiring managers run screaming when they see you coming? Do they pray for death each time you drop another 50 or 60 resumes on their desk? Does the team you support break down into deep shuddering sobs each time you have been chosen to fill their openings?  Does this sound like your life in corporate America? If not, you must be doing something right. But for those of you struggling, I have a few tips which I think can help.

  1. Be absolutely sure you really understand the hiring priorities of the organization you represent. Do this by asking the hiring manager the following question, using these exact words: “What are your current priorities in terms of filling these positions?” Take notes and repeat back to the hiring manager what you think was said. Then race forward and put resources into trying to fill the highest priority positions first, the less important positions second, and the least important positions last. (Beware of the hiring manager who says they are all top priority. That may be true, but some positions are always more important than others, so press for clear priorities.)
  2. Present fewer candidates on open requisitions, and be certain the ones you do present are magnificent candidates who clearly fit the position profile. Sadly, most hiring managers think that more resumes are indicative of something good. That’s flawed thinking. It can only be rectified by presenting a select number of the very best candidates. Throwing spaghetti against the wall and hoping that some sticks is not good recruiting and does nothing for your credibility within the organization. But by presenting fewer but better candidates, you will impress your manager with a great hire and that’s far more effective than dropping twenty resumes a day on their desks for them to review. Remember, in the case of resumes, less is more.
  3. Work with the powers-that-be to create a highly visible, creative, easy-to-understand employee referral program. Be sure that your employee referral program rewards not just hires, but all activities that lead to a hire, such as presenting resumes.
  4. Be sure that you support, foster, and champion the notion that hiring managers always hire the best person for the job. Talent is omnipotent, and hiring the best candidate is a rule that should never be compromised – not for the boss’ daughter, someone’s brother-in-law.
  5. Build relationships and get close to the people you recruit for. Learn what it is that hiring managers are really looking for in new employees. Position profiles and core competencies are a good start, but they are only the beginning. There is so much more. How many times have you had the “perfect” candidate rejected? It can be quite debilitating: you found the candidate you were instructed to find and that person was rejected. But talk with the team. Review their notes and their assessment of the candidate and look for areas you might have missed. If there is no solid reasoning behind the rejection, it’s time to meet with that hiring manager behind closed doors and see what they really want.  You will be respected for this action, and you will begin to understand what the agenda really is all about.
  6. Develop metrics to measure success and failure in different recruiting methodologies. Never worry about failures! The very act of identifying and eliminating them alone is a major success. Measure such things as source of hire, cost of acquisition, time to fill or anything else that might be important to your organization. Even if this is new to you, begin to track the numbers monthly and a pattern will emerge. Put more resources into what works and eliminate what does not. Simple as it sounds, this is a best practice. And employing best practices is a good thing.
  7. Be aggressive in identifying, attracting, and hiring the best candidates for your organization. Passive recruiting does not get the job done. Using only advertising (tons of resumes), job boards (lots of work with questionable ROI), or Internet postings (tons of resumes again) will probably not get you to the head of the class. Recruiting is a “take no prisoners” occupation. Don’t be afraid to ruffle a few feathers or step on some toes. You are there to bring in the best, and that can be a bit messy at times. You will be remembered and recognized by the hires for which you were responsible, so do what you can to make them great.
  8. Recruiting Agencies can be your friend.  Recruiting Agencies are there to make you look good. Most companies have a recruiting budget and there may be times to consider using an agency to fill urgent positions, or source someone in a geographically tough market.  Agencies can source people that will not be in your talent pool and finding the Top Talent is critical – not just the best of the talent you can find.  Recruitment companies generally specialize in sourcing candidates not found on the internet.  They can actually call your competitors and talk to someone doing the exact job you are trying to fill and present your opportunity.  There is always a replacement guarantee which helps if the manager makes the wrong hiring decision.  Recruiting agencies can be very cost effective as you only pay for results – not efforts.  Contingency agencies only charge a fee if you hire somebody from them and if they don’t work out they find another person for free.Patrice & Associates Recruiting Specialists
  9. Grow your influence throughout your organization. The primary source of power for recruiters within the organization comes through influence. Many recruiters see this circumstance as unfavorable, but it is actually quite good! Anyone can tell a subordinate what to do. Most times, if the subordinate is not on board with the directive, he will not carry it out in the first place. However, if you can form relationships with key managers and become a trusted advisor to them, you can work together to identify and attract the very best talent out there and be as instrumental in building a great organization as any other person who is employed by the company. I think that’s a good deal of power. Besides, being part of building a great organization is a very solid accomplishment.
  10. Manage the candidate care aspect of the interviewing process. Everything from the first contact and the correct greeting to a time for lunch and a warm goodbye is critical to how candidates will remember their experience visiting your organization. Be fully prepared for each interview, and treat every candidate with courtesy, respect and good manners. Lead by example, and coach others in this most important undertaking

There are many other things you can do to make yourself a better recruiter who is more valuable to the organization you represent.  It’s important to remember staffing is the #1 problem of most companies in today’s rate of low unemployment.  Your job is critical and you should use every resource available to be successful.

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  • Hospitality Recruiter Helps Find Me a Job!

    Chris Giles was very helpful throughout this whole process. First he helped me get my resume polished to send off, he was very patient with me during this. I was very busy with my job search and interviews, but he always made sure to follow up if I didn't get something back to him and was always patient with me. Once we had my resume updated he got it sent off and set up my interviews, he was very helpful in coaching me and making sure I was prepared for the interview. Chris was always there to answer any questions I had and touched base frequently as we were waiting to hear back about things certain things. If I hadn't heard back from one of the hiring departments he would contact them and I would hear from them later that day. Now after getting hired and starting the training program he checks in with me weekly to see how things are going and provides a listening ear if I need to vent about anything. He has been very encouraging and has helped me be more confident going through this hiring  process. Thank you Chris!   Charissa Hahn     Have a Hospitality Recruitment Specialist work for you for FREE Hospitality Recruiter Helps Find Me a Job!
  • I would like to thank Frank Rondeau for leading me through all the steps required to land  a great job opportunity. Frank took the time to ask questions about my career goals and personal plans to create a personal resume, based on my career and work experience, in order to connect me with a great job fit for myself- and for my future employer. The end result was getting my interview process handled, and giving me appropriate advice on how to handle the interview for it to be successful... and it sure was. Thank you Frank and Patrice and Associates for helping me get started on this exciting next chapter of my life! -Elaine Garcia   Started on this exciting next chapter of my life!
  • Hospitality Recruiter Can Help You Find a Job!

    Karl was the best asset in securing my new position. He was there coaching and teaching me every step of the way. I have been working in the food industry for 20+ years and this is the first time I have used a recruiter. I have been on both ends of the hiring process and Karl has helped to know what people are looking for and what I should be looking for when hiring new employees. I look forward to meeting Karl and shaking his hand. If needed I would seek Karl out again!         Mahmoud Elkhyati         Need help with your resume – Have a Recruitment Specialist help you for FREE       Hospitality Recruiter Can Help You Find a Job!
  • Hospitality Recruitment Works!

    My interactions with Mr. Richard were professional. He was very accommodating to my wants in needs when it came to the company I was looking to become a part of. I had tried myself to obtain a position with this company, but I was not able to do so on my own. With Richard's help I was able to land the position.  He kept me in the loop when it came to every interview that I had from beginning to end and kept me very upbeat and positive about the experience. I believe this is how a head hunter or recruiter should perform when dealing with clients very professional and had integrity in everything that he did.     Albert Jones     Hospitality Recruitment matches YOUR skills with the perfect job Hospitality Recruitment Works!
  • Hospitality Recruiters Are Here to Help

    Daniel was a great help to me on my job search. From the first time I was contacted by him I felt he was here not only to help the company find the right candidate but he was there to make sure I was right for the position.  Daniel is very persistent when he is working with you.  He knows that time is of the essence and he helps you adhere to a very strict timeline to be successful.  Daniel is there for you when you are feeling unsure and is always available to discuss just about anything.  He has a wealth of FOH & BOH knowledge and that really put me at ease because I have not met many recruiters with FOH & BOH experience. Talking to someone who has been where you have been really puts you at ease!  I am very appreciative that I had the chance to work with Daniel on this occasion.  I am thankful he was understanding, attentive, communicative, and seems to generally care about you as a person and a perspective candidate! Katherine Woods         Career Coaches that help you for FREE Hospitality Recruiters Are Here to Help