Recruiting done right in 3 easy steps

I have always said to my new recruiters that in order to be successful, you need to be "someone worth knowing." You need a loyal following of candidates that think of you first when they are in need of a job, struggling with a current job, or need employment advice. This is simple, but not easy.

I'm a big fan of not over-complicating things and I will often break things down in an effort to simplify, create repeatable processes and good habits. So, here are my 3 steps to recruiter bliss:

1) Activity = Results. Period. End of Sentence. There is nothing that can replace good ole' fashioned activity. I am a huge lover of technology. I think it can enhance what we do and create efficiencies where needed. That said, technology is here to augment or enhance what we do. NOT REPLACE IT. Remember, what keeps us in this game is a love and passion for connection. It is a human business and therefore, we must treat people with courtesy, dignity, and respect and do as much of that in person or over the phone as we possibly can. Do NOT fall victim to the distraction of technology. Once you have a loyal following or established candidate relationships, augmenting with technology is much easier and better received and more likely to be adopted by your candidate to also enhance and improve THEIR experience. Be consistent in this practice and "they will come," I promise.

2) Transparency - Candidates want to know what is going on and regardless of what you think, they want to hear real honest feedback. So often I see recruiters hesitate to give critical input or put off a difficult conversation for fear of hurting feelings. Don't do it. If you have what you believe to be negative feedback, write it down and role play with someone. Remember, "the difference between honesty and cruelty is tact." Our candidates want to know how they are being perceived and our job as consultants is to share the good, the bad AND the ugly! Compose your thoughts, approach with empathy, listen and you will leave your candidate feeling good. The less they feel alone (meaning supported by you), the better this feedback will be received.

3) Follow up & Follow through - there is nothing worse in this world than being a job seeker and having your recruiter fall off the face of the planet. Come from a place of empathy when engaging with your seekers. Looking for work is stressful and our job is to reduce the stress, not add to it. Do what you say you will do. This action more than any other will create a recruiter/candidate bond that will be impenetrable to your competitors.

Building your candidate network takes time, consistency, a lot of heart and complete humility. Never be afraid to ask for input. Always focus on self-awareness and love what you do.

Happy Recruiting,

LJ

Have a recruiting question? You can find me on twitter @lbuffjones #crazygoatlady #ladyleaders #someoneworthknowing