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Published by founder, 2019-05-09 21:37:33

8 Things good recruiters do well eBook

8 Things good recruiters do well eBook

8 THINGS GOOD RECRUITERS DO WELL

WHAT YOU CAN LEARN FROM TOP PERFORMERS

RECRUITING

FUNDAMENTALS

CONTENTS • MANAGE EXPECTATIONS
• WRITE COMPELLING JOB DESCRIPTIONS
• MAKE WISE SOURCING DECISIONS
• PURPOSEFUL INTERVIEWS
• STRONG CANDIDATE SUBMITTALS
• ACTIVELY PURSUE SEND OUTS
• CONSISTENTLY PREP THE CANDIDATE
• SHAPE THE OFFER NEGOTIATION

INTRODUCTION

8 THINGS GOOD RECRUITERS DO WELL

If you lead a recruiting firm or run a corporate talent
acquisition team then you already know that good
recruiting doesn’t happen by accident. Recruitment, like
any other profession, is built on a foundation of strong
fundamentals. Principles that lend attention to each stage
in the hiring process.
Studying one’s craft is the mark of a true professional and
learning from top performers is the surest way to gain
insight into the habits that make the top 5% of this
profession the best at what they do.
In our eBook we highlight eight habits that top producing
Recruiters exhibit on a consistent basis to complete more
placements and make better hires.

3

MANAGE INTAKE MEETINGS
E X P E C TAT I O N S
Leveraging the intake meeting at the onset of the
Much of your success in recruiting assignment is a great way to establish
recruitment depends upon how realistic expectations.
your hiring manager customers
feel about the work you do. THE RIGHT AGENDA

Managing expectations from the Using job aids like a job order form helps you
onset gives you the opportunity frame an agenda that ensures you gather the
to deliver in a way that keeps your right information to offer valuable insight.
customers feeling good about the
work you do. FABRIKAM 4

Click icon to add picture WRITE COMPELLING

JOB DESCRIPTIONS

SELLING OPPORTUNITY

A well written job description
focuses on the opportunity
available to prospective
candidates. It screens in good
candidates and doesn’t
prematurely eliminate individuals
who lack certain experience but
might otherwise represent a high-
quality hire.

This is critical in attracting passive
candidates who are not actively
pursuing a career move but who
might be warm to hearing about a
compelling opportunity.

5

MAKE WISE SOURCING DECISIONS

ACTIVE CANDIDATES Employing the appropriate sourcing
strategy can make all the difference in
Job boards work well for attracting active candidates identifying and attracting the right
but won’t reach those individuals who are not candidate.
currently looking for new career opportunities.
Job boards may do well with evergreen
PASSIVE CANDIDATES roles in retail, manufacturing or
foodservice.
Difficult to fill roles that require technical skills
or education require a direct recruiting For professional roles where the talent
(headhunting) approach. pool is thin you will need a more direct
approach.

In either case, correctly aligning your
sourcing strategy around individual
recruiting assignments is important.

6

PURPOSEFUL INTERVIEWS THE RIGHT INFORMATION

The candidate interview Career history, salary expectations, and other
is a critical stage in the logistical information are important. However,
hiring process. You
need to gather top Recruiters also spend significant time
information to represent understanding candidate motivators.
the candidatCelictkoicotnhteo add picture
hiring manager, STRUCTURED AGENDA
understand the
candidate’s motivators Using job aids like an interview guide helps you
and collect logistical frame an agenda for the conversation and
data. Having a well efficiently conduct the interview.
conceived agenda will
help you manage the 7
conversation.

STRONG REPEATABLE PROCESS
C A N D I D AT E
S U B M I T TA L S Like other stages in the hiring process, the way you
go about submitting candidates should follow a
Good recruiting means getting repeatable process.
inside the hiring manager’s
head and understanding their THE RIGHT DATA POINTS
thought process.
Every submittal includes basic matching criteria, but
Top Recruiters utilize a top recruiters offer keen insight on candidate
repeatable methodology for motivators to help the hiring manager sell the
combining the notes from opportunity.
their candidate interviews and
intake meetings with hiring FABRIKAM 8
managers to present
candidates in a compelling
way.

Click icon to add picture ACTIVELY PURSUE
SEND OUTS

Nothing happens until the hiring
manager interviews the candidate.
Hiring officials routinely get bogged

down with other priorities and
without consistent follow up, can
bring the hiring process to a halt.
Top recruiters don’t stop with an
email submittal and wait for feedback.
They actively engage the hiring
manager to help maintain a sense of

urgency in interviewing strong
candidates.

9

CONSISTENTLY PREP THE CANDIDATE

USING JOB AIDS By the time your candidate goes out for
an interview everyone involved has time
Some of the most important tools you can use as a and energy invested.
Recruiter are simple job aids that you develop such
as the candidate interview prep checklist. The best way to protect this investment
is by thoroughly preparing the candidate
ROLE PLAYING for the interview.

Role playing important conversations with the Providing insight on the hiring manager’s
candidate will help avoid costly interview interview style , reviewing the logistics
mistakes. and answering the candidate’s questions
will help eliminate “no-shows” and make
for a better performance during the
interview.

The best recruitment professionals
adhere to a process and don’t skip
important steps like preparing the
candidate for the interview.

10

SHAPE THE OFFER
N E G O T I AT I O N

Top Recruiters know that one of the benefits from
following a defined methodology is that you gain
insight along the way that helps you shape the
compensation negotiation leading to more
accepted offers.

BE PROACTIVE

Initiate conversations around a
potential offer early in hiring
process.

OFFER GUIDANCE

Give the hiring manager guidance on
what an acceptable offer looks like
before they start the approval
process.

FOCUS ON MOTIVATORS

Remember to consider the
candidate’s motivation in making a
career move.

11

8 THINGS

GOOD RECRUITERS DO WELL

• Manage expectations
• Write compelling job

descriptions
• Make wise sourcing decisions

• Purposeful interviews
• Strong candidate submittals

• Actively pursue send outs
• Consistently prep the candidate

• Shape the offer negotiation

RECRUITING

FUNDAMENTALS

RECRUITING

FUNDAMENTALS
WWW.RECRUITINGFUNDAMENTALS.COM

+1 (408) 320-8954

[email protected]


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