5 key actions on how to Think Big, Start Small, Act Fast as a recruitment consultant

A Series on Cultivating Values for Recruiter Success -

Value 4 : at?DIGGER,?We have a velocity mindset. - We combine the clarity of big picture thinking with the propensity to act. We optimize for speed of learning, celebrating wins and learning from failures. We prioritize ruthlessly.

As a recruitment consultant, it's important to have a growth mindset and embrace the value of "think big, start small, act fast." This value can help you achieve success in the recruitment industry by encouraging you to take bold actions while remaining adaptable and responsive to changing circumstances.

Here are five key actions you can take to cultivate this value and become a more effective recruitment consultant.

1. Set ambitious goals

The first step in cultivating a "think big" mindset is to set ambitious goals for yourself and your clients. This might mean setting a goal to fill a certain number of job vacancies in a short period of time or working with clients to develop long-term hiring strategies. Whatever your goals may be, it's important to think big and aim high. By setting ambitious goals, you'll challenge yourself to think creatively and come up with innovative solutions to achieve them.

For example, imagine you are working with a client who has struggled to find qualified candidates for a particular role. Rather than simply accepting the status quo, you might set a goal to source 10 high-quality candidates within a week. This goal might seem daunting at first, but it will encourage you to think outside the box and explore new avenues for candidate sourcing.

2. Start small and test your ideas

Once you have set your goals, it's important to start small and test your ideas. Rather than trying to tackle everything at once, break your goals down into smaller, manageable tasks. This will allow you to make progress quickly and test out different strategies to see what works and what doesn't.

For example, if your goal is to fill a certain number of job vacancies, you might start by creating a targeted market map of professionals in certain companies. By monitoring the response to your outreach and making adjustments as necessary, you can quickly determine what works and what doesn't. This approach allows you to make progress quickly and avoid wasting time and resources on strategies that don't yield results.

3. Act fast and stay nimble

In order to be successful in the recruitment industry, it's important to act fast and stay nimble. This means responding quickly to changing circumstances and being willing to pivot your strategy when necessary. In a fast-paced industry like recruitment, things can change quickly, and you need to be able to adapt in order to stay ahead of the curve.

For example, if you are working on a particularly challenging job search and you matched a strong candidate with the job requirements, you should act quickly to schedule an interview, this is why I always encourage our consultants to present candidate profiles to clients and not send CVs. By moving quickly, you can demonstrate to your client that you are responsive and proactive, which can help to build trust and strengthen your relationship.

4. Embrace technology

Technology has revolutionized the recruitment industry, and it's important to embrace new tools and platforms in order to stay competitive. From applicant tracking systems to social media recruiting, there are a wide range of technological tools available that can help you to work more efficiently and effectively.

For example, you might use an AI-powered recruiting platform to automate candidate screening and improve the speed and accuracy of your sourcing efforts. By leveraging technology in this way, you can free up more time to focus on building relationships with clients and candidates.

5. Build strong relationships

Finally, it's important to remember that recruitment is a relationship-driven industry. Building strong relationships with clients and candidates is essential for success. This means taking the time to understand their needs and preferences and communicating with them in a professional and personalized way.

For example, you might take the time to send a personalized email to a candidate who was not selected for a job, thanking them for their time and encouraging them to stay in touch for future opportunities. This kind of personalized communication can help to build trust and demonstrate that you value the people you work with.

To combine the clarity of big picture thinking with the propensity to act as recruiter, you can follow these steps:

1. Define your client's long-term goals: As a recruiter, it's essential to understand your client's long-term goals. This can help you align your recruitment efforts with their big picture vision and find candidates who can help them achieve their objectives.
2. Identify the skills and attributes your client needs: Once you know your client's long-term goals, you can identify the skills and attributes they need in their employees. Think about the kind of people who will help your client achieve their vision and the skills they should have.
3. Develop a recruitment strategy: To attract the right candidates for your client, you need to develop a recruitment strategy that aligns with their long-term goals. This plan should outline the steps you will take to attract and evaluate candidates who will fit well with your client's organization.
4. Communicate your client's vision: When recruiting for your client, it's important to communicate their big picture vision to candidates. This can help them understand the purpose and mission of your client's organization and get them excited about the potential impact they can make.

By combining big picture thinking with recruitment, you can help your clients find the right talent that will help them achieve their long-term goals and make a significant impact on their organization. This approach can help you build stronger relationships with your clients and position yourself as a trusted partner in their success.

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