The Conscientious Recruiter

I started my career as a recruiter. My first set of managers taught me the art of recruitment, and yes, I use the word “ART” deliberately. Recruitment is not cause-and-effect based like science; it’s rooted in engaging candidates in human interactions that have a lasting positive impact. Achieving this is an art, and the recruiter is the passionate artist. Recruiters have always been in the business of making connections quickly, but in the new normal, you will have to make virtual connections feel as real as an in-person handshake. You will have to unlock the potential of a remote workforce, find untapped talent pools to bridge skills-gaps, while representing the organization’s employer brand effectively. All of these new demands will push you to learn new skills, foster new relationships and cement the role of recruiting as a cornerstone of your organization.

What surprised me most in this second wave of Covid-19 was the surge in demand for IT Recruiters, not just from traditional technology firms but from a wide array of organizations looking to implement digital transformations. I discussed recruiter hiring with many people, and their perspectives led me to believe that the macro shifts in the global labor market have impacted the way companies traditionally hire and on-board quality talent into the organization.

I strongly believe that today’s recruiter has to focus on three key activities – let’s understand them better to help make you the best recruiter in this new normal. Needless to say, what I have captured below is purely my personal take on the matter.

1.    Dive deeper

The first step to recruitment is understanding the job requirement. I know this sounds obvious and prosaic but I hire and interview recruiters every day, and what surprises me is the “Control F” strategy of the recruiter. If it is on the JD, then it has to be on the CV. This entails the job profile, education and experience requirements, and most importantly, the skill needs. With a rapid evolution of skills, including some skills that you may never have hired for before, it is essential to dive deeper into the talent need before you write a job description for it. In my experience, the job description accounts for just 20% of the candidate’s decision, while the hiring manager debrief is the mainstay.  

In my opinion, a job description is the primary touch-point that determines the candidates’ first impression of the organization and the likelihood of them applying for the position. It is essential to clearly and concisely display all the details when doing so. Make sure you include the key employee value propositions (EVPs) in the JD, as they will influence the candidate’s decision to join your organization. Talk about your employer brand, after all you are a brand ambassador!

2.    Explore, Experiment and Evolve

Portal fatigue is a common dilemma for many recruiters. Statements like “I need to submit the profiles today” and “My manager wants submissions in 2 hours” are often overheard. That’s why it’s important to tap into the right sourcing channels to scout the best talent the industry can offer. Exploring non-traditional sourcing channels and learning how to use social media effectively for hiring, will diminish portal fatigue. In today’s environment, talent isn’t necessarily categorized in one bucket; individuals have taken up skilling as a personal goal and prepared themselves for the job market. Professionals from non-traditional backgrounds may have the skills that you are recruiting for – don’t dismiss them without understanding their motivation to upskill and ability to deliver. With growing demand spikes for technology skills, the only way we will bridge the talent gap is by tapping into these unconventional talent pools, particularly for niche skills. Experiment with your outreach through social media, new job platforms, hackathons, online forums, referrals and other channels. Keep evolving your methods to source and engage with candidates; that’s the only way you’ll grow. In other words, don’t put all your eggs in one basket.

3.    Humanize the journey

The entire approach to recruitment must be altered to become more humanized and customized. Recruiters need to stop viewing candidates as commodities and start viewing them as people. Focusing on the candidates’ experience journey is key to converting them. So how can you ensure this? Engage with them. Instead of assessing candidates solely on a set of black & white metrics, converse with them to see what they are keen on and can deliver. Wouldn’t you like it if someone asked you the same? But while you’re doing this, don’t forget to close the loop. The journey doesn’t end with the interview, it ends when you inform the candidate about the final hiring decision. If the candidate is selected, share the good news with them and welcome them aboard. If not, inform them and thank them for their interest in the organization. Remember to humanize the journey.

Other tips and tricks to augment your recruitment approach and boost your learning.

·      Grow your online network! The bigger your social network, the more people know who you are and what you recruit for. Simply, the bigger your network is, the easier it is to recruit. Make time in your calendar each week to connect with others in your industry, post content and engage with online communities. Tip: Read up on six degrees of separation.

·      Up-skill yourself! LinkedIn’s recent Future of Recruiting Report stated that in India, nearly 72% professionals stated that the number one recruiter skill for the next year is adaptability. Some of the other fastest growing skills have been personal development (44%), Diversity & Inclusion (42%), Talent pipelining (37%) and Decision Making (34%). With new-age skilling platforms there are many ways to embark onto a free course online and enhance your recruiting skills. Tip: Read up on Peter’s principle – you don’t want to be here.

·      Shadow other interviewers to pick-up new techniques! It’s very easy to fall into the same repetitive pattern while screening and interviewing candidates. A good way to pick-up new techniques is by shadowing other recruiters to get some new tips. This may feel awkward at first, but it will definitely be worth it. Remember to reciprocate the offer to clearly show that this benefits both of you. Tip: My first recruiting manager wrote notes on the back of the CV, I still do that. Some borrowed habits become second nature.

·      Gather feedback from candidates and hiring managers. If you are not already doing this, start now! Gather qualitative and quantitative data through conversations and feedback that will help you take insight-driven decisions in the future. This will kick-start your cycle of continuous improvement and help you lead from the front. Tip: There’s a reason why recruitment is known to be a part of the consulting and knowledge industry. At the end of the day, you are a consultant advising the client on hiring decisions, and your success is determined by how well aligned you are with their expectations.

 When it comes to staffing the world’s second most populous country, you are a frontline worker helping those in need find jobs; mobilizing talent and helping the economy grow - as employees earn more, they spend more. Equip yourself for this responsibility. The world is grateful for The Conscientious Recruiter that you are.

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