Recruiters: Are you a Strategic Servant or a Strategic Partner?

I've been a Recruiter since 2011. Started like most of us...at an agency learning to smile, dial, source, negotiate, and close. I was a Technical Recruiter with barely any understanding of technology. It was also my first commission-based job. I celebrated like a rock star when deals closed and swore like a sailor when they didn't.

The agency grind wore me out after four years, and I jumped to the corporate side in 2015. Yes, the pace was slower, the urgency not as profound, and the excitement of making a placement wasn't quite the same. But finally, along with a steady paycheck, I had direct access to the hiring managers and could become a true strategic partner.

The initial adjustment wasn't easy. Everything in corporate America had a formal process or procedure, usually accompanied by a heaping pile of red tape. I now worked closely with Human Resources. I had countless administrative tasks to complete. At times I felt like a transactional robot. When was the actual recruiting going to start?

At my last company, it took a few months before I hit my stride, but eventually I was reassigned to lead and partner with multiple high-visibility groups. The ultimate 'high' came when one of my client groups actually canceled a decision call because I couldn't attend. They didn't need me to facilitate the call. They needed my feedback and input. I was a key stakeholder with a seat at the decision-making table. That day, I became a true strategic partner.

So how do we, as Recruiters, reach that level of trust and partnership with our hiring managers? How do we become Strategic Partners and avoid being Strategic Servants?

1) Hiring Managers are your Colleagues - It's true that most recruiters have minimal subject matter expertise in the areas they recruit: technology, sales, marketing, etc. We should always be self-studying, listening to and learning from our hiring managers, but the education is not a one-way street. You are the expert in what you do - Recruiting! Be a consultant. Remember that your hiring managers are your colleagues, your peers. They are not your bosses, superiors, or comic book superheroes. From line managers to managing directors, talk to them with CONFIDENCE and ASSERTIVENESS. They actually WANT that from you and should EXPECT it from you.

2) Every Meeting is an Opportunity - Coming PREPARED boosts your credibility. Bad meetings involve frantic note taking, asking only basic questions, and leaving with a long to-do list. All signs of a strategic servant. If it's an intake meeting, use LinkedIn or bring calibration resumes to review upfront. If you don't have a job description yet, research competitors who might have similar profiles and skill sets. If it's a weekly check-in, have data or insights ready around candidate sourcing and attraction. Come to the table with information! Don't waste interactions by being unprepared!

3) Keep the Agency "Hunter" Mentality - Our hiring managers do not care that we have countless administrative tasks on our plates. They aren't impressed that we dispositioned all our candidates or assisted HR with an on-boarding project. In all honesty, they probably aren't impressed that we took a candidate who applied and moved them through the process. What DOES impress them is delivering insights, information, and talent that they would have never otherwise known or seen. Don't lose the agency killer instinct. Use your entire toolkit and always be hunting! Your stock will rise rapidly, especially if you save them some agency fees!

4) Develop A Rapport - Don't be afraid to be yourself and let your personality shine through. Develop a rapport and a relationship beyond business. Your managers are just like you...they may have kids, like sports, play music, etc. My best success stories are with managers that I've had beers with, talked life with, and know on a more personal level. Humanizing the relationship will lead to deeper trust and respect.