Recruiters, the New Tour Guides

Early in my recruiting career, I recall a pivotal conversation with a hiring manager. Let’s call him, Ben. Ben had a vacancy on his team, and it was my job to find the talent and draw them in. As our funnel narrowed, we zeroed in on ‘the one’. We’ll call him, Jerry. Every step of the way, I informed Jerry of the perks of the company and the joys of the job, carefully dodging questions with unappetizing answers (which at the time was, less PTO than his current gig and a heavier workload). At the time of offer, Jerry wavered, causing a concerned Ben to ask, “what else can we do to convince him to join??”

This experience (paired with 10 more years in Talent Acquisition) made me realize a common misconception: That our role as recruiters is to saunter down recruitment boulevard, sell our fake watches and great health insurance, and use our silver tongues to sweet-talk candidates into joining our company. So, let's set the record straight!

We are candidates’ trusty tour guides, and our goal is to give them all the information they need to make an informed choice before boarding the company train. Sure, there are delicate ways to communicate lackluster company perks without sending talent running. But a heavy workload is less daunting when paired with a supportive supervisor who advocates for you– and your recruiter should be able to accurately paint that picture for you.

Hiring isn't a one-way sales pitch but rather a two-way compatibility test. Just as companies seek the right fit for their teams, candidates are equally invested in finding an organization that aligns with their career aspirations, values, and work-life balance. Recognizing this reciprocity will ensure a new hire that is fit for and committed to the job.

A reluctant hire is like a date who keeps checking their watch. An employee who has been coerced into a role they were unsure about is unlikely to stay committed and engaged. Employee turnover can be costly in terms of time, money, and morale. Therefore, instead of pushing candidates into roles they may not genuinely want, recruiters should take on the role of an adviser, offering insights into what the job entails, the company culture, and growth prospects. This approach allows candidates to make an informed decision based on their genuine interest and alignment with the role and company.

In the pursuit of top talent, it is important to remember that hiring is not a transactional process; it is deeply relational. Building meaningful relationships with candidates fosters trust and mutual respect, not to mention strengthening the company's reputation as an employer of choice.

Recruiters should invest time in understanding candidates' career goals and aspirations. Building a rapport creates a positive experience for candidates and leaves a lasting impression, regardless of whether they ultimately join the company.

Allow your Recruiters to be the custodians of the company's identity, culture, and values. A good recruiter understands candidates’ motivations, makes clear where the company excels, and acknowledges areas for improvement. Even in a saturated job market, great talent isn’t solely driven by the allure of a paycheck but rather seeks purpose, professional growth, and a healthy work environment. Recruiters should shift focus from persuasion to building strong connections with candidates to gauge mutual compatibility.

The biggest compliment is when a new hire feels that the job they were hired to is exactly as it was described to them during the interview process. We're here to give you the lowdown, foster a genuine connection, and then let you decide. Informed candidates are more likely to make conscious and sustainable choices, resulting in a more loyal and resilient workforce.