You ain’t nothin’ but a hound dog

I recently chuckled my way through an Undercover Recruiter article that likened recruiters to various breeds of hound dog. From the loud-mouthed Beagle to the persistent and pleasant Basset hound; the low-profile Dachshund with a great instinct for digging up dirt; or the tireless but tough to train Bloodhound. It got me thinking (not just about various individuals I’ve known embody more than a few canine characteristics) but about just how many different types of recruiters and hiring managers there are out there. 

Is there a winning combination of assets and skills that make the perfect headhunter or hiring manager? There’s absolutely no question that throughout my 20+ year career, my hound dog instincts have matured and the ability to sniff out candidates’ suitability for a role has become more refined. But, as any recruiter knows, there comes a point in your working life when you will teeter on the edge of falling into a seemingly endless void of cynicism and suspicion of all humans – you are, in essence, the dog that has been berated and beaten.

There is, unfortunately, more than a chance that you are going to be lied to, cheated, mocked, manipulated and forced to face numerous setbacks. I’m afraid to say that if trust is an elastic band, yours is, at some point, likely to be snapped. But if, like your fellow hound dog, you were born with dogged (sorry) determination, persistence, a touch of stubbornness and an over-arching desire to build relationships with client and candidate, then the likelihood is that positive experiences will outweigh the negative – at least it has for me.

I decided to make a note of the most important hound dog skills to hone if you’re going to be the best recruiter in the neighbourhood…

Sneaky pets stay home

Sure you can steal a biscuit, but once you are found out you can bet your bottom dollar you won’t be getting another one anytime soon. Honesty, honesty, honesty. When you’re a recruiter, this is, without doubt, the most important policy. In an industry riddled with bad reputations and suspicious businesses. Change the game. Be honest, treat people fairly, and tell the truth. Please, for me!

Wag your tail – make them love you

Developing relationships by adding value without asking for anything is key. OK, not quite going as far as unconditional puppy lover, but stay in touch with your best contacts and chat about what matters to them – their career, business challenges, key milestones, development frustrations or new learnings. Remember what is important to them (kids, pets, hobbies, passions) and be engaging with them. They are trusting you and develop that relationship so that you are THE person they call. And this refers to “candidates” and “clients”, but view them all as “contacts” and treat with equal respect.

Prick up your ears

Nothing spells an ill-informed brief or an interview disaster like the inability to let your client or candidate speak. Early in your career it's easy to talk too much. Learn to listen. Not just hear the candidate or client you are working with. But listen to what they are saying and, just as importantly, what they are not saying.

Try to avoid interjecting at every turn, it’s irritating for a client or candidate if they’re about to tell you something in the next breath. Silence is powerful. Barking can be annoying. Make notes on any questions you have and if they aren’t covered then get clarity on them later in the conversation.

Get your treats in a row

To become very successful you need to be freakishly organised. You'll need to be able to keep track of your candidates and know exactly what metrics matter. You need to keep communication channels open and remember exactly what stage you’re up to for each and every client and candidate.

Detailed recruiters are the ones to learn from. Disorganised recruiters seem to be inherently more stressed and only make an OK living. If you’re ‘OK’ with that, then perhaps it’s time to pick a different career.

Avoid new tricks

As Nancy Parks said on Eremedia.com, “for today’s recruiters, there’s no shortage of new ideas on how to become better recruiters.” Whilst neither she (nor I) am arguing against the importance of “newness” for today’s serious professionals; new ideas and new technology can be powerful game changers and lots of my posts talk about newfangled concepts. But think, does new necessarily imply better? New tools and technology may get you more traffic, but you won't make any more hires if you're not good at the basics - listening, probing, objection handling, follow-up, negotiation and closing.

So here’s the one question you need to ask yourself, “Am I brilliant on the basics of recruiting?”

Turn your paws toward negotiation

Great negotiation is a key skill for a good recruiter, and it has to be activated the moment the position is opened, and work right through the entire process. You should know the goal, set the bar, managing expectations and gauge reactions right the way thought the selection process – with both client and candidate.

Be best in show.

As tech-recruiter turned entrepreneur, Clinton Buelter, says on his Linkedin, stop thinking and acting how you believe a recruiter ‘should’ act. When you embody the "just another recruiter" mindset, you limit yourself. There might be some other role or career you want to play. Be yourself and act like a human, not a robot!

What tips would you give others to be best in show?

Look forward to hearing your views.

Mark.

A psychology graduate, road cyclist and hands-on father of two, Mark Gardiner founded headhunting firm Charles Warwick to dispel all negative preconceptions about his profession, with transparency, service and value lying at the heart of both his business and his professional ethos. Connect with Mark Gardiner on LinkedIn and get involved in the lively HR, recruitment and business debates!