Recruiting can be challenging — especially if you’re constantly filling multiple roles at once. If you want to be better at your job — and find better candidates — here are four things you should move up your priority list this year.
March is here, and that likely means your 2015 budget has opened up. As a recruiter, you likely now have an influx of new roles you need to fill.
Rather than focus on the sole objective of placing butts in seats, consider what steps you can take to do your job better. This way, you’ll work more productively with hiring managers and find candidates who are right for the team, fit the role and stay beyond Q2.
Here are the four things you should do to improve your skills as a recruiter this year: (Click here to tweet this list.)
1. Know the priority of the jobs you need to fill
As a recruiter, you may be tasked with finding candidates for multiple roles at the same time. Recognize some of the roles you’re scouring LinkedIn for may be more pressing and a higher priority than others given the needs of your company. The more frequently you discuss hiring priorities with your manager and understand which roles you need to spend more time on, the more you can focus and find the right hires at the right time.
Along with this is being upfront with hiring managers about where their role falls on the priority chain. This could be a sensitive topic considering most managers feel their roles are the most important.
One way to gracefully discuss roles and responsibilities is being open about your priorities based on feedback from your manager and the leaders of the company. Typically openings that greatly impact workflow or the company at a higher-level are given greater priority during recruitment.
2. Balance job-specific jargon with normal-person language in job postings
There is a fine line you must walk as a recruiter; you need to understand the role you’re hiring for — this may mean understanding industry or job-specific jargon — and yet you also need to attract strong candidates by appearing human and not just a company spokesperson.
Relying too heavily on corporate jargon in the job description may turn off great candidates by making them feel like an outsider. On the flip side, not including terms that are necessary to the role may mean wasted time on talking with inappropriate candidates or ending up with bad hires.
To successfully walk this balance beam, invite the hiring manager to take a coffee break with you and ask probing questions to understand what skills or experiences she requires in the new hire. Chances are, certain words will pop out in your conversation.
Write the top three to five words down, Google them when you’re back at your desk, and learn what they mean. Incorporate these terms into the job description and then tailor the rest of the posting so it has more welcoming description to all readers — not just those already familiar with your company or industry.
3. Be prepared for last- minute changes to the interview schedule
At some point, Murphy’s Law reigns and an interview line-up you spent two weeks carefully crafting is ripped to shreds due to unforeseen circumstances. Perhaps the hiring manager is called to a last-minute meeting in a different state and can no longer meet a candidate in-person, or another interviewer has a sick child and needs to work from home the day of the interview.
Sometimes this means interviews are delayed (which may mean a lengthy recruitment process) but often, this means you need to adapt to a Plan B.
Great recruiters have a back-up plan days before the interview is scheduled. Is it unfortunate for the candidate and tougher on you when this happens?
However, if a hiring manager wants to continue with an interview regardless of complicated logistics, it’s important to adapt and reschedule interviews, or even start a Skype interview with the least amount of disruption to the candidate as possible.
4. Give the candidate a tour of the office (if applicable)
If you don’t provide a tour of the office during an interview, this is a red flag to a candidate. A tour provides a glimpse into the office culture, communication style, environment and potential perks of joining a company.
There’s no doubt a candidate will look for certain things on a tour, so make sure you’re ready to answer questions honestly and knowledgeably. Do your homework on the workspace by meeting with the Office or Operations Manager and learn about key rooms or areas to showcase, how the space is maintained and other perks to point out, such as free bagels on Fridays, kitchens, lounge areas, or other enticing amenities.
These four tips will make you more productive on the job, help hiring managers see you have their best interests at heart and also make sure you’re finding the right candidates for your company.
Meghan Bollenback “retired” at the ripe age of 27 from her corporate career after years of running operations and real estate for a healthcare start-up to pursue her life passion. She is now a writer and creative professional based in Washington, D.C., who explores the written word through food, business, and her love of storytelling.