3 qualities of a great recruiter
You do what?
Most of the time when I tell people I work in recruiting, people give me an odd look and then recount their very own recruiting “horror story”. You know what I am talking about – recruiters that promise the world and struggle to deliver, or insult candidates so deeply that they still harbor a grudge extended to every recruiter on the planet.
Yeah, I know it is not fair. But the industry performance metrics speak for themselves:
The recruiting industry is saturated with bad seeds; people who have learned to make a quick buck from sending resumes and collecting generous fees. Unfortunately, these antics often put recruiters at the same level as used car salesmen. But not all recruiters are created equal and I have met my share of high-quality, high-performing recruiters that “get it”. What differentiates these recruiters?
Would you like fries with that?
Too often hiring managers act like they are placing an order when they need to recruit talent: “Yes, I would like a Java Developer, with ten years of experience, five years experience in our industry, and it would be great if they had at least a bachelor’s degree from a top university. Oh and yeah, I have budget for $90K a year, but I really only want to pay $80K.”
A great recruiter is consultative. She takes the time to understand the business, the market, and the candidate pool. She partners with the hiring manager through the entire recruitment process: to define the position, to understand what a successful candidate looks like, and to consult with the hiring manager on making the right decision. A great recruiter brings actionable intelligence to help the hiring manager hone the job to the external market. She calibrates with the hiring manager at set times during the process to ensure she is finding the right candidates that will be successful in the organization.
I just want a Rolodex.
Many recruiters assume they know everyone in a particular industry. You will hear them say, “I have been doing construction recruiting for 20 years, I know everyone there is to know”. Organizations love when a recruiter comes with a “Rolodex” (Right? Who uses this term anymore?) but generally end up frustrated that the recruiter is “pushing her talent on our organization.”
A great recruiter is creative. Don’t get me wrong – there is nothing wrong with having a database or 20 years of experience in a particular industry. However, a great recruiter knows that a database is one arrow in the quiver and new sources of talent must constantly be identified, assessed, and pipelined. She uses innovative research and sourcing techniques and never views a need as an isolated open requisition but rather a broad talent challenge that needs to be considered from many different perspectives to deliver the best solution for the organization.
Next in line!
Recruiters often treat candidates as though they are in a checkout line at a retail store. Quick few questions and then move on to the next person in line as though this is a transaction.
A great recruiter is candidate-focused. She understands that every interaction with a candidate is a reflection of her brand and the company’s brand. A great recruiter understands that a candidate is always a potential employee and customer of the organization and that some type of relationship will be fostered over time. She also understands the upheaval that a new job brings to a candidate’s life and family and does her best to work with the candidate to manage through this and provide information so the candidate can make the best decision possible. A great recruiter sets service level agreements with hiring managers to get candidates information in a timely manner and serves as a facilitator – making the opportunity work for both sides.
This is not rocket science – all of these skills can be developed over time and all recruiters should be striving for greatness. This is the only way that recruitment can shed the used car salesmen reputation it has earned over time.