- Ask questions – lots of questions [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”]
When you first receive a position, usually there is an intake call to discuss the role and its requirements. There are some recruiters who will ask the standard questions; how many years of experience does the candidate need, what are the main technical and non-technical requirements for the role, does the candidate need a specific educational degree and so forth. Those questions are great, but as a recruiter, you need to dig deeper and think outside the box. Ask about a company’s culture and what they value from a prospective employee. Have a hiring manager rank the most important factors (technical or non-technical) when it comes to hiring the right candidate. Find out how the hiring manager interviews and what their team looks for from a working dynamic perspective when finding the right candidate. A position is not filled just because the candidate checks off the boxes for requirements, other factors come into play as well and it’s important to find out what else lies beneath the surface of the job description.
- Open and Transparent Communication
Open communication is crucial too and it doesn’t end with that intake call; try and set up weekly check-ins with your hiring manager to go over any pain points and updates on progress. Communication is a two-way street and the hiring manager will appreciate it, as they know where you stand when it comes to recruiting. This will translate to your recruiting efforts when speaking with candidates; you’ll be able to answer more questions rather than saying ‘let me check with the hiring manager and I’ll get back to you.” Be realistic with hiring managers about goals and timelines and work with them to find out who will be the best fit for their positions.
- Understand why the position is open and why it needs to be filled
There can be a variety of reasons why positions are open for companies; growth, new business, replacing a previous candidate, and firing/layoff of a previous candidate are some reasons why a position might be open. When a recruiter asks why a position is open, dig a little deeper; I’ve had hiring managers state that every day they don’t have an employee in a particular position, their department (or company) loses money. That has to be very stressful! Conversely, I’ve had hiring managers state that they need a position filled because of new business coming into a company and they have a deadline to fill numerous positions. Sometimes, it may seem like demands to fill roles are too extreme, but by understanding why a position is being opened and needs to be filled is crucial and often.
- Make sure expectation meets reality
This relates closely with my second point, but nonetheless, work with your hiring managers to ensure that timeliness and candidate strength are paramount in your recruiting efforts. With that being said, make sure that you are transparent with goals and recruiting efforts. If everyone is on the same page, there will be no surprises when it comes to the recruiting process and ultimately filling the position. The goal is to not only fill position, but to have a candidate that can add short and long term value to your company, from a qualification and team standpoint.
By Joe Griesbach | People Science Sr Talent Advisor