Partnering with recruiting

There is a “lightbulb” moment for every recruiter when their hiring leaders truly partner with them. It doesn’t happen often enough (unfortunately), but it does happen. And, when it does, we want those leaders to know that we are grateful for your collaboration with our efforts. Together, we can accomplish so much!

 

I am proud to be a part of a company where every one of my hiring leaders puts hiring as a priority, and sees recruiting as an extension of their own business units. Recruiting is more than just filling seats. It’s finding the best person, with the best skill set, and the best attitude for that seat. It’s finding what works, not only, for the candidate but for the hiring leader. It’s finding that beautiful match.

 

That being said, to all you hiring leaders who partner with your recruiting team…

 

THANK YOU!

Recruiting is like sales

I come across profiles of candidates who I think would make great recruiters. . . but their background isn’t in HR/Recruiting. How can that be, you ask?  It’s simple. Recruiting is JUST like sales. The roles are analogous; they are one in the same.

Hear me out.

Sales / Job description

  • Identify target audience (enterprise, mid-market, small business, tech, healthcare, finance, government, etc)
  • Prospect and cold call
  • Follow up on warm leads (ie: inbound leads)
  • Peel the onion and find pain points
  • Close business
  • Get contracts in place

Recruiting / Job description

  • Identify target audience (sales reps, field marketing, financial analyst)
  • Prospect and cold call
  • Follow up on warm leads (ie: inbound applicants)
  • Peel the onion and find pain points
  • Close candidate
  • Get contracts in place (ie: employment contract)

I’ve seen a number of people successfully make the move from sales to recruiting and they’ve done amazingly well. Sales is a grind. But, guess what? So is recruiting.

I made the change from sales to recruiting back in 2007 and haven’t looked back. I loved the grind and I loved the commission checks, but something was missing. Read more here.

What do you think? Are sales and recruiting closely aligned?

 

How to lose a candidate in 10 days

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:

  1. 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.
  2. 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”
  3. 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”
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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.
  10. 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!

Today, I give thanks…

In light of Thanksgiving, I want to give thanks.

Thank you to all my readers for reading my random ramblings.  Thank you to my candidates for being so open with me and for sharing your dreams with me.  Thank you to my teammates who continue to show me they’re a great bunch of folks to work with.

To my US-followers, HAPPY THANKSGIVING!  To my non-US-followers, HAPPY THANKSGIVING to you also 🙂

thanksgiving

I never heard back. Why?

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!  

 

This is why I love what I do.

Let’s start off with this.  For those who haven’t read my blog on the importance of candidate experience, click here to read why I think this is so important.

I’ll give you a minute to read.

Today, I received an email from a candidate I’ve been working with for months.  I’ve said it before, and I’ll say it again.  Candidate experience is my #1 priority.  I would rather hire less people and give them 100% of my efforts, than to hire a ton and to give them 50%.

Emails like the one below make me happy.  They let me know I have done right by (one of) my client.

 

To all the candidates out there, don’t hesitate to show your recruiter some love.  They really do appreciate the kind words, and it makes our day!

What did I do wrong??

Have you ever:

  • Sent an email to a recruiter… and never heard back?
  • Applied for a job… and never heard back?
  • Interviewed… and never heard back?

Let’s face it, the answer is a resounding “YES” to all of the above.  Don’t be shy.  We have all been there.  Even the best of us have struggled in our job searches.  And that’s ok!  So many times, I get asked “What did I do wrong?”

I can sum it up into one word: PRESENTATION.  This applies to anything and everything involved in an interview process.

Imagine the following scenario.  You email a recruiter, “Hi there, I’m intrested in the sales postion your posted on LinkedIn.  Selling SaaS software is my life, and I can’t wait to here from you!”  What’s wrong with this?  You want me to believe you’re great at what you do if you can’t use spell check?  Your crazy. (See what I did there? :))

Let’s try another scenario. You sent your resume into the “resume black hole”.  Why didn’t you get a call back?  I can go on and on and on about reasons why you didn’t.  But, let me list the most common.  1)  You weren’t a fit for the role.  Did you read the job description?  Do you have the required hard skills?  2) Your resume says another company’s name in the Objective.  “I want to help build NOT-YOUR-COMPANY’S brand to it’s potential.”  Great, good luck with that!  3) No contact information.  Surprised?  Don’t be.  A lot of times, candidates do not provide a good phone number or email address for us to reach them.  If we can’t reach you, how can you be considered for the role?

Ok, one more.  You got the call back!  Congrats!  You interviewed with the team, thought it went well, and… nothing.  I will say that it is NEVER ok for a recruiter/company to not provide you with an update to your candidacy.  But what could have possibly gone wrong?  You thought you had it in the bag!  Again, PRESENTATION.  Did you research the company?  Were you an off-the-wall bundle of energy interviewing at an old-school, play-by-the-rules corporation?  Did you wear jeans and a t-shirt to a super formal workplace?  Perhaps your thoughts were all over the place, or maybe you were a nervous wreck.

The moral of the story is: presentation.  Be diligent with you who present to your potential future employer.  How do you want them to see you?  What kind of person do you want them to view you as?  What is it they will gain by hiring you?

As always… head up, chin down!  Good luck!