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Archive for September, 2008

"The DNA of a ‘world-class’ recruiter – I need your help!"

Wednesday, September 10th, 2008

Over the last 19 years, I have met many recruiters that I would consider to be “world-class.”

During this time, I have often ended up in discussions regarding what is “The DNA of a ‘World-class’ recruiter”! What success attributes and/or qualities do they possess? What separates them from the rest of the pack?

While I have never performed an official study on this topic (part of the premise of this letter); through these discussions and readings I have found the following to be success attributes/characteristics of ‘world-class’ recruiters:

Strategic level

  • They execute day-to-day recruitment processes better than their competition.
  • Have the ability to develop innovative sourcing strategies to find the highest quality candidates within 100% of the labor market their clients demand and deserve.
  • They can quantify their ROI to their clients!
  • Are creative, resourceful, and have the discipline to try new things and create a plan of action to get them accomplished.
  • Embrace continuous improvement, life-long learning and have a methodology for “change”.

Tactical level

  • Find people other people can’t!
  • Savvy Investigators.
  • Efficient, productive, organized and manage time effectively.
  • Consulting/Counseling skills (with candidates and hiring managers).
  • Work hours necessary to get the job done (and when candidates are available).
  • Positive, ambitious, and motivated.
  • View recruiting as a sales/consulting profession!

While I know these traits might not be ‘scientific,’ I have never had anyone argue against these world-class attributes (only added to them!).

With that said – I NEED YOUR HELP.

I know everyone is extremely busy, but I’m reaching out for your help. I would like to talk with any corporate recruiters that you think are “world-class!” Recruiters you respect, that are professional, ethical and take their ‘craft’ seriously.

I would greatly appreciate you putting me in contact with corporate recruiters that you believe fit this profile. Please shoot me an email with their contact information. In addition (if possible), please let them know I’d like 30 minutes or less of their time to discuss their background and their keys to success. As always, I’ll be sure to keep this process confidential (no names will be shared).

My goal over the coming weeks is to gain further insight into the success attributes ‘world-class’ recruiters possess and . . . what makes them tick! Together, we can make this “study” more “scientific.”

Have a great day!

Posted in David Szary, Recruiter Academy, Recruiter Boot Camp, Recruiter Sales, Recruiter Top Gun, Recruiter Training, Sourcing, Talent Aquisition | No Comments »

The Fall Hiring Season – Setting priorities

Wednesday, September 3rd, 2008

Tuesday’s early morning TV news shows were discussing the “post-vacation” blues. Schools are back in session and it’s the end of the unofficial “summer season.” They mentioned how difficult it can be for folks to “get back into the groove.” For those who have been in recruiting for any length of time, you know this can also be a very busy time during the year. Hiring managers are also back from vacation and ready to get back to business. The window of time between now and thanksgiving is often the busiest hiring time of the year. There are 08 goals to be accomplished and projects to be completed. If managers don’t get people hired, there is fear of headcount being cut for 09.

With this said, it is extremely important for you to understand and determine your hiring priorities as you head into the fall season.

What open positions are very critical to fill? What vacancies are urgent but not critical?

Managers never want to hear their position is not at “the front of the line,” but with most corporate recruiters carrying 25+ requisitions, there has to be some order of importance to filling them. Qualifiers include:

  • Cost of Vacancy (are they revenue producing positions)?
  • Is the vacancy/position critical to an important business objective that must be completed?

Another non-scientific, thought provoking way to qualify when a position needs to be filled is by asking a different question. Instead of asking, “when do you want this position filled . . .” (they will always say “yesterday” or ASAP”), ask them . . .

  • “You will really be impacted and extremely upset with me if we don’t have this position filled by __________ (when)?”

It is amazing what type of responses you will get when you pose this question. While many managers will still stick with the ASAP/yesterday answer (of which you can then council them regarding average time-to-fill, etc.), many of them will put some thought to your question and provide logical reasons for when their openings need to be filled. Often times, it is not as soon as you think!

Again – this is a non-scientific approach to setting priorities (Cost of Vacancy, etc. are the best drivers of qualification) but this question can be a helpful tool when taking the “pulse” of your clients.

It can also help define the most important service level agreement.

Posted in Candidate types, David Szary, Recruiter, Recruiter Academy, Recruiter Boot Camp, Recruiter Sales, Recruiter Top Gun, Recruiter Training, Sourcing, Talent Aquisition | No Comments »