For Recruiters

Karma is a B*@$&!

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To all those recruiters and hiring managers that fail to call back candidates, don’t respond to applications, don’t follow up after an interview, and generally show little to no regard for applicants during the hiring process, we reap what we sow!
It is the time of the “no call no show”, the “ghost candidate”, and the MIA new hire. The tables have turned and we are experiencing a higher volume of disappearing candidates than ever before.
Some sites are saying more than 50% of applicants fail to show for scheduled interviews and up to 50% of candidates offered jobs, never show up for their first day. (There doesn’t seem to be a consistent statistic on this but the range reported is between 15% and 75% depending on location and industry).
As recruiters and hiring managers, we are outraged! We can’t believe someone would waste our time in this manner. That they would have the nerve to make us set our day aside to prepare for an interview or on-boarding, only to be stood up. But maybe its time we look at ourselves and take this as a cry for change.
This is karma at its best and as recruiters and hiring managers, if we don’t learn our lesson, things will only get worse!  We need to have compassion for those going through the job search and application processes. We need to hold ourselves accountable to the people that take time out of their day to fill out lengthy profiles, tailor their resumes, respond to stacks of questions about their entire work history, and endure skills and personality assessments. It’s time we showed respect for applicants’ time and energy.
What does your hiring process look like? How do you show your applicants that they matter?  It’s time to lead by example and stop ghosting the candidates that we turn around and expect to show up.
For Recruiters

Don’t Be That Boring Recruiter Who Just “Posts and Coasts”

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Recruiter Tip:

There are fewer and fewer stellar active candidates on the job market, yet more and more people become “recruiters” to chase purple squirrels. How do you set yourself apart as a top performer and make sure every client wants to work with you?

  1. Be Yourself! Your mom was right, there’s nobody else in the world like you. Charismatic salesman? Go with that. Socially awkward people person? That’s great! Your clients work with you not just because of your talent, but because they enjoy who you are.

  2. Leave no stone unturned. Never ever stop asking questions to get to the core of what your client and candidate is looking for. When you think you’ve found the perfect candidate, go out and find one or two more just in case. Going the extra mile creatively (actively seeking out candidates in weird places, going to networking event is a great way to show you’re dedicated and won’t stop until everyone feels like you’ve found a perfect fit.

  3. Build your brand. Who are you as a recruiter? Building your online persona and sharing your expertise across social media can bring visibility into your process and show you know your stuff. Never stop learning, never stop sharing!

This is really just the tip of the iceberg, feel free to shoot me an email if you want to discuss this further Happy hunting!

For Recruiters

Are You Listening?

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One of the most important lessons I have learned in my recruiting career is that communication is key!

Remember back to your COMM 101 class and accept the fact that everything your professors taught you is still true and very relevant!

Communication is a two way street and takes more listening than talking to work! Don’t forget: every person you speak with is bringing their past to the table. In other words, we are all who we are today because of our life experiences, good or bad. In recruiting, this means we cannot make blanket assumptions about what someone means by something they communicate to us.

Ask questions! Don’t stop at the first answer and assume you have it all figured out.

Here are some examples of “deeper dive” questions I always train my recruiters to practice in all of their candidate and client calls/meetings:

1. What does that mean to you?

2. Why do you feel that way?

3. How does that impact you/the team?

…and this is just the starting point! Always keep asking layered questions to get to the real concerns and needs.

Recruiters are way more than “just recruiters,” and it’s up to us to ask the right questions in the right way. Give your mouth a break and listen for a change.