Back in January of 2013, I wrote about the top 5 attributes of exceptional recruiters. I cited things like working with a sense of urgency, ability to downstream candidates and being reachable as key attributes that recruiters need to possess. In hind sight, I probably shouldn’t have shot for such a superlative (exceptional) but my thinking was this, I have seen such a gap in skill sets among recruiters that those who had those attributes stood out in my mind as being “exceptional.” Maybe I should have simply described those recruiters that work with a sense of urgency, downstream their candidates and communicate well as being “good.” I mean, at the end of day, if you can’t do those things well, than you probably shouldn’t be in the business! So what truly makes a GREAT recruiter, or better yet, what do the very best, the “expert” or “exceptional” recruiters do?
The very best recruiters use the telephone – yes, I know that everyone knows how to “use” the phone, what I am getting at is that they use it as the #1 tool in their toolbox. They are skilled and adept at picking up that phone and sourcing and closing candidates. They don’t rely on email as their main communication tool. The very best recruiters also have that uncanny ability to know when to pick up the phone and touch base with a candidate that is going through the recruitment funnel – whether it is to provide reassurance that they are still moving through the process or perhaps to keep them on the “hook” after having accepted an offer so that they are not influenced by a counter offer. Either way, it is almost like a 6th sense or super power that they possess!
The best leverage social media – of course in today’s social media driven world, great recruiters need to be skilled at utilizing social media to enhance their digital footprint and enhance their professional “brand.” No, you don’t have to be an expert on every platform; however great recruiters are skilled at utilizing LinkedIn to find great candidates. (It doesn’t even have to be the Recruiter platform). They know how to leverage the power of joining and participating in Linkedin groups, they are adept at providing content to these groups and balancing this vs. just putting up job postings. They also know how to run a company page, take advantage of Linkedin’s search functionality and provide their own relevant updates that will drive traffic to their profile. The very best also have a Twitter presence – they are adept at creating and sharing relevant content so as to enhance their overall SoMe (social media) presence. Lastly, the very best typically augment all their recruiting efforts through some sort of writing/blogging effort. They may write content for a Linkedin page, a company/corporate website or perhaps their own blog. One of the very best at doing this is Tim Sackett – he runs his own blog, The Tim Sackett Project – in addition to running his own recruiting company. His witty, cutting writing style drives a lot of interested readers to his blog and overall it enhances his SoMe presence and his “position” as a subject matter expert in the recruiting and HR fields.
Know how to conduct a Boolean search – at the risk of making this blog post a lesson in Boolean searching, all I will say about this topic is that if you are a recruiter and DON’T know what a Boolean search is or don’t know how to run one, then you need to find out how. Check out Glen Cathey’s blog, Boolean Black Belt, to find out more – you will be glad you did! This ability truly separates good from great in the recruiting world.
Act as a consultant – whether you work for a 3rd party search firm or a corporate recruiting team, the great recruiters act as recruiting consultants. They aren’t simply order takers that then march out into the field of battle to find the latest purple squirrel. Recruiting consultants engage in dialogue with their clients to ensure proper expectations are set and that the recruiting campaign maintains ongoing alignment with these expectations. Roadblocks, obstacles and delays need to be discussed in a consulting (solutions focused) manner. Recruiting consultants also coach and guide their clients through the process at all times so that they keep campaigns on track and obtain repeat business.
Finally, the great recruiters are salespeople at heart. Let’s not try and fool anyone here and call recruiting an HR role. It may report into HR, which is fine, but it isn’t an HR role. Great recruiters are great sales people. They know how to open dialogue, identify a problem and apply a solution, overcome objections, negotiate and finally, CLOSE. Recruiting is sales through and through – in this case, it is the selling of talent that solves an organizational problem. The great recruiters know this – which is why/how they seperate themselves from good recruiters. Their talent lies in the ability to overcome objections, negotiate and close.
So, there you have five key differentiators they separate good from great recruiters. Feel free to use it as an acid test to compare where you or your team are/is in this spectrum. The good news for the good recruiters is that all of these areas can be learned/coached and you can become great yourself – as long as you are a recruiter at heart and not an HR Pro in disguise!
What do you think? In your experience, do these five areas capture recruiting greatness? Do you have anything to add? Any disagreements? As always, I welcome your comments and feedback
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Filed under: Uncategorized Tagged: | attributes, Boolean, brand, Glen Cathey, LinkedIn, professional branding, recruiters, recruiting, sales, Scott Boulton, social media, sourcing, talent acquisition, The Armchair HR Manager, Tim Sackett, Twitter