The Do's and Don'ts of Recruiting
Recruiting is a crucial part of the job search for many and with staffing companies booming right now, it’s important as a recruiter to really make it count. Your decisions, words, tone, and delivery can make or break a job for a hiring manager or candidate. It’s important to consider your role in the hiring process and take every detail of your job seriously! Check out our list of Do’s and Don'ts in Recruiting and let us know if you have any other honorable mentions.
Do’s (When Working with Hiring Managers):
Meet their Objectives- Obviously when you’re working with anyone, there are objectives that must be met. As a recruiter, when you sit down in person or on the phone with that hiring manager, make sure you get every single detail and understand every single objective. Sometimes they’re not entirely clear...we know, but that’s where you come in to ask all of the unanswered questions and learn what they are looking for. Once you have all of the details, it allows you to work efficiently with pertinent information and therefore meet any and all objectives. It’s hard to do this though if you don’t ask questions. Learn what matters the most, whether it be qualities they’re looking for, a college degree, location, etc. It’s crucial for you to learn all that they want and need so that you can then meet their expected objectives.
Ask Questions- Yes, we realize we mentioned asking questions plenty of times in our first point, but this is so important we’re saying it all over again. Ask questions! You never know what someone else is thinking, especially a hiring manager if you never stop to ask questions when something seems unclear. Even if everything is clear and you think you’ve asked all of the right questions ...ask one more. All you really need to say at this point is “is there anything else you’re looking for?” or “do you have any questions for me?” Hiring managers are busy people and sometimes allowing them to respond to a question can spark a memory of information they needed or a question they meant to ask earlier. Try to get all of these questions asked and answered initially to save you the trouble of phone tag or just ‘winging it’.
Send Qualified Candidates- This may sound like a no-brainer, but it’s worth mentioning - only send over qualified candidates. What may read as a qualified candidate to you..may not translate well to the hiring manager. Yes, there are cases where the candidate is just incredible and you have to send them over although they may not check every single box. But, if a college degree is a non-negotiable and you’re sending over candidates without a degree...you’re going to run into some problems. Ultimately, you work for the hiring manager (depending on the type of recruiting you do) and you must play by their rules here and there to 1.) keep your job and 2.) fill their jobs.
Quality not Quantity- If you’re only sending over qualified candidates then you shouldn’t have trouble with this one. But, if you’re sending over any applicant under the sun: listen up! Just because you’re sending 500 candidates over a week, doesn’t mean you’re doing a good job. If 350 of those candidates are unqualified...you’ve just wasted your time, the candidate’s time, and the hiring manager’s time. Yes, meet your quote and definitely send a diverse pool of candidates, but don’t send over those that aren’t even qualified in the first place. Basically, just because the quantity is there...doesn’t mean the quality will follow.
Maintain Consistent Communication- Don’t let your hiring managers forget about you! As the recruiter and, in some cases, a third party, it’s important to keep in consistent contact with the hiring manager to make sure that they’re satisfied so far and that they’re letting you know what’s going on on their end. Don’t let the relationship grow stale or else the chance for an up-sale or any type of future work with the client could diminish.
Resolve Issues ASAP- If and when an issue does arise, resolve it. Don’t let it blow over or don’t ignore the problem...deal with it, make it right - if you’re in the wrong, and move forward. You’re not perfect and your work will never be flawless...it’s okay to make mistakes, just be aware of the consequences when you’re dealing with a person’s job. If something happens and you have a problem on your hands, work with the hiring manager to best find a solution.
Do’s (When Working with the Candidate):
Take the Time to Connect- Once you receive all of the necessary details from the hiring manager, it’s time to discuss with the candidates. This is where the term ‘crunch time’ comes into play. At this point you know all the details, you know what the hiring manager is looking for, and you should have a vague idea of the perfect candidate. So, with all of this in mind, you must interview wisely. When you speak to the candidates on the phone, take the time to connect with them. Don’t just barrage them with 50 questions about their resume, get to know them and dig deeper. You may find that perfect candidate right under your nose...you just never gave them enough of a chance.
Ask Questions- Yes, you must ask the candidates questions too. It’s just as important to learn about the client as it is to learn about the candidate. Come prepared with specific questions but also have a few you want to ask off the top of your head a conversation continues. Allow them to speak and respond. There’s nothing worse than a candidate feeling as though they’re being rushed through their possible one shot at their dream job.
Listen to their Goals- This goes hand in hand with the first two points but it’s important to mention. Be sure to listen to the candidate’s goals. By knowing where they want to go with their career, you’ll know (generally) if this position is right for them or not. You should have their best interest at heart at the end of the day and if the position they’re applying for isn’t worth their time or won’t allow them to reach their goals then they need to know that.
Transparency- Our last point leads perfectly into this next one: transparency. Like we said before, if this just doesn’t work for them or if you see this being a lateral move when they’re looking for a vertical move...tell them. Lying or hiding the truth only hurts them in the end. This can be applied the other way too, don’t give them false hope if they just don’t meet the criteria. Follow up with them and tell them that the hiring manager went with someone else and that you’ll keep them in the loop if something arises. Be sure to actually stick to your word if and when you say that you’ll follow up. Consider that what you say can and will affect someone.
Follow Up Consistently- Just as you would check in with a hiring manager, you should check in with the candidate. Make sure they’re following the proper steps if the hiring manager likes them and ensure that they’re a competitive option. Also, it’s super courteous to follow up with them after interviews. It makes them feel as though you’re on their side too.
Resume Tips- Recruiters, we know that you see your fair share of resumes throughout the day. If you come across one, especially if the candidate could be a great fit, help them out. Tell the candidate that their resume would be awesome if they just tweaked this or re-worded that. If the hiring manager is looking for something specific, allow the candidate to have the best fighting chance that they could have. Sometimes a spruced up resume can make all the difference.
Don’ts (Client):
Don't Make Promises You Can’t Keep- Say it louder for the people in the back! Don’t make promises you can’t keep. Period. You never want the hiring manager to believe you’re capable of something you aren’t. Especially if it’s something you have no control over. Don’t promise them a number of candidates, don’t act like special treatment is okay, and tell the truth.
Sparse Communication- Over Communicating is better than under communicating, repeat after me, “over communicating is better than under communicating.” Fill the hiring manager in every step of the way. Just as much as you need to tell them the details, they need to hear them too. It’s really on you to communicate, they have so much else going on that this may fall on the back burner for them. As the recruiter, it’s your job to keep these candidates and positions on the front burner!
Push Back if Needed- In recruiting you have to be assertive. Many hiring managers have been in the game for a long time and will try to push unrealistic expectations on you. Don’t let them. Push back against unrealistic expectations, job details, or salaries - especially if you know they can do better. You know the market better than anyone when it comes to hiring - be transparent with them just as you would a candidate. If they say no, then back off, but at least you tried, right?
Don’ts (Candidates):
Hide Salary and Benefits Information- Never hide details from a candidate. It’s in their best interest that they know the salary, benefits, PTO, etc. Many candidates have families, bills, and other responsibilities and if a salary isn’t going to pay the bills or they need full benefits for their 4 kids and the business is benefit-less...they need to know. Keeping them in the loop early will offset any wasted time on any and all sides. Our recruiters say that if a client refuses to give salary information, you have the right, as a recruiter, to tell a candidate that the salary is negotiable.
Don’t Make Promises Clients Never Gave- Yes, just like you shouldn’t make promises to clients, you shouldn’t make promises to candidates. Especially if you’re speaking on behalf of the client. Big no-no! If it gets back to the client that you’re putting words in their mouth, it will reflect horribly on you. Only speak on what you know and never guarantee anything.
Don’t Let the Relationship Go Cold- When it comes to candidates, it’s easy to allow the relationship to wither away, especially if the candidate wasn’t a match. Keep in contact with these candidates and keep the relationship open. You never know who may be a great fit for a future job.
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