When was the last time you considered the recruitment process you undertake each day? I mean, really thought about it. Recruitment, in many aspects, can be automated, but what that ideally should be doing, is leaving you free to focus on the parts that can’t.
Like those moments of truth, as Greg Savage suggested in his latest blog post, of influence, “where outcomes can be shaped” and where “the magic happens!”
It got me thinking about what those were and how, by focussing on upskilling yourself in those areas, you exponentially increase your value as a recruiter.
So without further ado, here are the five moments of truth:
- The ability to work out what the key attributes are that you are hiring for
- Knowing how to interview for those attributes
- Connecting with the candidate so they are excited by the opportunity
- Positioning a candidate with your client
- Candidate care post the job offer
Let’s break these down and explore them further.
The ability to work out key attributes you’re hiring for
What would you do if a requisition for a sales executive landed on your desk? What skills and attributes would you be looking for? And how would you figure out what those might be? A very good recruiter would spend the necessary time to speak to as many sales executives as possible, to boil down the key attributes needed for the role and for the company. Time spent at this stage in the process can benefit you in two ways: firstly, creating a highly targeted job ad that attracts the ideal candidate and secondly, reducing time wasted at interviews with candidates that, in the end, aren’t suited to the job.
Knowing how to interview for those attributes
Say, for example, I tell you that we must hire only intelligent, intellectually curious people. How would you ascertain that in an interview? What assessment tools would you use? In this example, it’s a matter of recognising those attributes when you see it in your candidates, of knowing how intelligent, intellectually curious people think, behave and approach given situations. It’s about asking the right questions and listening closely to the responses given.
Connecting with the candidate so they are excited by the opportunity
I get it. When you’ve got dozens of interviews to handle each week, this can seem like an impossible task. But there’s something to be said for a candidate who can’t wait to interview for a role because you’ve taken the time to explain the potential and given them unique insight into the company and its culture that they won’t necessarily get from sites such as Glassdoor.
Positioning a candidate with your client
If ever an outcome can be shaped by your actions, it’s during this process. Particularly when you find yourself really having to convince a client to trust you and agree to an interview. You may believe that a candidate has the right attributes, despite their resume appearing unconventional. How do you go about influencing the outcome in favour of your candidate? What foundations have you built with that client for them to take your suggestion on board and have faith in your expertise?
Candidate care after the job offer
So much can happen between the signing of a contract and the first day on the job for a candidate. This period of time requires recruiters to be vigilant because the danger of a candidate receiving a counter-offer or deciding against the role even at this late stage, is very real. Beyond staying top of mind though, is the recognition that great candidate care is a differentiating factor.
With 2019 approaching fast, it’s worth considering how these moments of truth can define you as a recruiter and set you apart.