Every recruiter has one… their go-to box of the latest-and-greatest gadgets that help reach and engage with candidates to fill their pipeline.
Over the last decade, recruiting has changed. A lot. When I initially got into recruiting, I was filling my pipeline primarily through inbound applications, a lot of cold calling (hello whitepages.com), and employee referrals. Today, my arsenal includes, but is not limited to: text messages, Twitter mentions, hashtags, and timed-email blasts.
Keeping on top of trends is important to keeping any career robust. Though I must say, there are many who are extremely successful sticking to their “old school ways”. Major kudos for keeping up in an ever-changing industry!
I’ve played around with a lot of different tools over the past few years, and have landed on the ones I use religiously. Below, I list my Top 5 tools in my toolkit.
- LinkedIn — Every new-age recruiter says “I don’t rely on LinkedIn”. They lie. While some candidates in some geographies don’t live and breathe on LinkedIn, there are 450 million profiles on there that we can search. That’s a LOT of people, guys! While I don’t necessarily agree that LinkedIn Recruiter is an absolute “must”, being active on LinkedIn is.
- Email Hunter — A cool little Chrome extension that sits on top of LinkedIn. When you go to someone’s profile, a red “Email Hunter” button appears. Click on it, and it searches for an email that is likely to get you connected. 99% of the time, it is a work email. But, hey. I guarantee you they open their work email every day!
- Mixmax — I’ve always said that recruiters are professional stalkers. Mixmax allows me to take this to a new level. I can track when my emails get opened and when links get clicked on. I can actively see when you open my email, and I will ping you RIGHT when you do because I know you’re looking at my message. Sneaky, I know. On top of this, Mixmax offers a slew of other things I love. You can insert calendar availability to schedule candidate screenings (we use Googlemail and it integrates seamlessly, but I’m unsure of other servers), schedule emails to go out at a certain time/date (useful for overseas recruiting efforts), snooze emails to reappear in your inbox at a later time or date (great for those emails that aren’t super urgent).
- Prophet — A free Chrome extension that allows you to see information about people – email addresses, phone numbers, and any social sites they are active on – as a pretty little pop-up on the right hand side of your screen. The only downside is that this extension will not work on top of LinkedIn (as most don’t, ugh). I’ve found this to be a great tool for really understanding who a candidate is. What are they passionate about? Are they bad mouthing their employer on Twitter? Ooooh… puppy!
- Rapportive — This is a Chrome and/or Firefox extension that allows you to see a person’s LinkedIn profile right in your Gmail inbox. Once you open an email, you can see their picture (if they have one posted on LinkedIn), their location, what they do, the company they work for, and any shared connections. I’ve found this particularly useful in building instant rapport when getting responses back from candidates. Pretty nifty.
Do any of you use these tools? Do you use any others that aren’t on this list? If so, let me know! I’d love to explore them!
With Valentine’s Day just around the corner, our thoughts are circling around the hopes of our “interests” liking us as much as we like them!
In Recruiting’s case, we want to make sure our candidates love us as much as we love them. But, let’s be realistic. Sometimes, we (recruiting) don’t always do the right things to win them over. Rather, the question should be… what are we NOT doing? Hint: The answer isn’t “sending them flowers on their birthday”
Below are 10 ways to lose a candidate:
- Job description doesn’t match the actual job duties. I cannot begin to tell you how many times a Hiring Manager (HM) has given me a job description to post, only for me to find out later down the interview process that s/he is looking for something completely different. If this is irritating for the recruiter, imagine how the candidate feels. Make sure what you are asking for is what you actually want.
- Failing to update them on their candidacy. This one is self explanatory, I feel. If you’re interviewing, wouldn’t YOU want to know where you stand? Even if it’s a “thanks, but no thanks”
- Being non-responsive. I know a lot of recruiters who let candidates’ emails, phone calls, and text messages just simmer in their inboxes. I don’t know about you, but doesn’t this scream “I [the recruiter] don’t care enough about your candidacy to respond to you”
- Not answering questions directly. Why don’t you know the answers to their questions? If you don’t know the answer, did you go find out and then relay the answer back to them? Not knowing answers is a big red flag.
- Related to #3, dancing around questions. Don’t dance around questions. Answer them directly. Show them you are a no-BS type of recruiter/company.
- Saying one thing, but meaning another. “You’re one of our finalists!”… yet they never hear from you again. Say what you mean, and mean what you say.
- Having a tedious interview process. Long, drawn-out interview processes are a candidate killer. There is a limit on what seems appropriate. Depending on the level of the hire, I’d say anywhere between 4-5 interviews should be plenty to know whether you will hire this candidate or not. Do not — I repeat, do not — make them go through 8-10-15 rounds of interviews. It makes it look like you can’t make up your mind, or that the company is unorganized.
- Too much shuffling, too little communication. “Wait, I have a new recruiter? Who’s this new person the recruiter copied on this email? Why is she emailing me now? Who’s my main point of contact???” Keep your candidate informed along the way… all steps of the process.
- Being arrogant. This is simple. Don’t be arrogant. Candidates know you are the recruiter and that they have to, first, win YOU over before you pass them forward. That doesn’t give you (the recruiter) the right to completely disrespect your candidate(s). You were a job searcher at one point in your life, too… and you will likely be one again.
- Undervaluing the candidate. This one is a personal pet peeve. The candidate comes and says “Today, I make 150k base salary, with a 10% bonus”. Once the company gets to offer stage, they offer the candidate 120k base, 5% bonus. That’s a punch in the gut to the candidate. The sell of “If they want to work here, they will take the offer” doesn’t always fly.
Let’s keep our phenomenal candidates and treat them with the respect they deserve!
Head down, chin up!
There comes a time when everyone thinks, “I thought I interviewed well. What happened? Why didn’t I get through to the next round?” I think it’s human nature to always be asking “why”. Let’s split this into a few scenarios:
You submitted your resume, but never heard back. Why?
- Before I make the decision to email/call you back, I look at your Facebook page, your Twitter profile, your blog posts, your Google+ page. I Google you. I have seen the rants about your job, how much you hate your boss, how you can’t wait for the day to be over. I have seen the, sometimes, “unclassy” pictures of your drunken stupor from last weekend. Would you hire you after seeing these things?
- Your grammar. Did you pass 2nd grade? If so, I expect you to know the difference between “their”, “there”, and “they’re”. Not only is this a poor reflection on you, but I risk my reputation as a recruiter as well.
- Your resume is hard to read. Why is it not in chronological order? How long did you work at XYZ Corp? When did you leave XYZ Corp? Why is the font so small???
- Your resume is lackluster. I can tell when you just copy a job description into your resume. That’s great. But tell me what YOU did in that role.
- Your resume lacks information I want/need to see. You’re in sales, and you don’t tell me how AWESOME you are at closing deals? Why not? Are you not proud of your accomplishments? Things that make me go “hmm” will quickly put you in the reject pile.
I had a phone interview with the recruiter, but never heard back. Why?
- You didn’t do your research. Tsk tsk. Always – ALWAYS – do a little reading on the company you’re interviewing with beforehand. Know what their offerings are, know who their target clients are, know what questions you want to ask. What else can you research? The recruiter. Find out where they went to school, their career history… use it to your advantage. Build rapport with them off of any commonalities you might have.
- You talk too much. Long-winded answers rarely get you anywhere. Why aren’t you listening to questions I’m asking? Why aren’t you answering my question directly? What are you dancing around? Nerves are hard to overcome in interviews, I get it. But you have to listen for cues. What is the recruiter asking of you? What kind of information does the recruiter need to evaluation your background?
- Your answers sound rehearsed and redundant. Are you telling me the same thing using different words? Have you said these sentences/phrases over and over in front of a mirror, and in every interview? We can hear these nuances.
- You don’t follow directions. I found you on LinkedIn, I already have access to your profile. When I ask for a resume, please send it to me. Don’t direct me back to your LinkedIn page. Not following an “ask” is a tell-tale sign of how much you want something.
- You interview poorly. I have said it a million times, “interviews are just conversations”. We are here to learn about each other. I talk to some candidates where I feel like I’m trying to pull teeth. Brag about yourself! Be confident in your abilities. Ask questions right back at the recruiter. Just as we’re interviewing you, interview us!
I had an interview with the hiring manager, but never heard back. Why?
- Lack of detail. By the time you’ve gotten to the hiring manager, they are looking for details on why you’d be great at a job. If you can’t back up statements like “I’m a successful sales rep” with things like “I achieved 200% of my quota YOY by continuously prospecting my territory, fearlessly hunting and cold calling, and continuously analyzing my plan of attack”, the hiring manager isn’t going to be able to assess how well you’d do here.
- You didn’t send a “thank you”. Call it what you will. Some hiring managers don’t care. Some do. Some make it a “mandatory”, while others are just a “nice to have”. But, why not increase your chances by taking 2 minutes out of your day to email them? Show them you want it!
Job searches are hard. Some would say, interviews are harder. They’re stressful, they put you in a position of vulnerability. Approach your job search like you would any other tough situation in life — head on!
Remember… head down, chin up!
Hiring Managers, this post is for you.
As your recruiter, my job is to help you hire your perfect candidate. My job is to understand your group’s weaknesses, faults, and areas that you need to improve upon. My job is to help you fill the gaps and inconsistencies. My job is to help you. I have said it a couple of times in previous posts, “help me, help you”. We work as a partnership. We need to be friends and each others’ most critical colleague.
In my career as a Corporate Recruiter, I have come across different Hiring Manager types:
- The “Helper”. In my opinion, this is the best type of Hiring Manager to work with. This is the one who wants to help the Recruiter do their job. Responding to emails, answering calls, providing feedback, being readily available for interviews… all in a timely manner.
- The “Do It For Me”. This is the Hiring Manager who thinks that the perfect hire comes without work. That they will just appear. Typical behavior of this Hiring Manager is a “do what you want with the candidate” attitude. Everything is done … albeit, slowly, and at their availability.
- The “Ghost”. This Hiring Manager is the hardest to work with. They are the ones who never respond to emails, calls, text messages. They don’t provide feedback on candidate resumes, interviews, or questions about their open positions. They are the ones who get angry at you for not filling their position three weeks ago, when you otherwise hadn’t heard a peep from them.
Each profile has their pros/cons, as with everything in life. But as YOUR Recruiter, here are some suggestions on how to work with the ones who are trying to hire for you:
- Be responsive. All the time, on time. We work hard for you. We cold call, research (some call it “career stalk”!) candidates, extensively screen candidates for tough information (ie: salary and compensation structure, reasons for leaving, what they hate about their current position). We spend a LOT of time trying to find the best candidate for you. Please respond timely to emails/phone calls. Your company’s Candidate Experience relies on it also.
- Provide feedback. Did I send you a candidate profile that wasn’t a good fit? Tell me why. Was it his personality? Was he missing a programming language? Did he not show up to the interview? Wrong background? Too tenured, too junior? The more feedback we get from you, the more refined our search becomes for your perfect hire.
- Accept interviews. We understand you are busy doing your “real” job… the one your title suggests. But, to build out your team, you will need to accept interviews at odd hours (sometimes after 5pm). If you don’t make time to interview these candidates, how can we get to the point of extending an offer? Bottlenecks are not good.
- Be open minded. No candidate (and I repeat … no candidate) that is 100% what you are looking for. Be open, and willing, to think outside the box. You never know who may surprise you, and with what.
As always… chin up, head down! Work hard, stay humble.
I got a chuckle out of this 🙂