Recruiting 101: Minimizing the Learning Curve

Posted on 11. Mar, 2016 by

Blog Photo - recruitment VW 03.10.16I joined Juno in November 2015 with little knowledge of how to be a recruiter or how the staffing industry works. Over the last couple months, I have been reading articles and figuring out new ways to improve my interviewing, recruiting, and sourcing style to find better candidates. I recently participated in a webinar on LinkedIn called ‘Attract the Top Talent You Will Place’. It sounded like it would be a great webinar to teach me recruiting skills that I might not have come across yet.

Barbara Bruno, President of Good As Gold Training, hosted the one-hour session and gave great insight on the staffing industry. I have summarized her insight into three main points that I will be taking and applying to my recruitment process.

 

Interviewing candidates:

In interviews, it’s important to make the candidates as comfortable as possible. Barb explained that going on an interview is like going on a first date. Candidates will only provide as much information as they would to a stranger. They don’t know you yet so they don’t know what they can trust you with.

As a recruiter you need to make candidates more comfortable, be more understanding, and always provide them with both positive and constructive feedback.  She also provided the listeners with a great interview question to ask interviewees:

“If you were your boss, what are five things you would change about your current role?”

This is an interesting question that will help show what a candidate’s ideal position would be, ultimately helping recruiters narrow down what jobs to talk to them about.

 

Be Flexible:

Barb helped explain why some candidates are uncomfortable interviewing during the day, stating that they feel vulnerable by putting their job in the hands of a stranger.

It was also mentioned that interviewees should be offered Skype or video calls before, after, or during lunch hours to accommodate schedules and availability.

 

Communication is key:

Staffing agencies all have different interview processes; they meet with candidates in different ways and provide candidates with different resources to help prepare for an interview or job search process.  It is important to let candidates know exactly what your company’s process is (how they will be submitted, when will they find out about interviews, how they learn about job offers, etc.). This way they really understand how you will be helping and assisting them in the job process.

 

With being a new recruiter I obviously still have a lot to learn. There is always new technology I come across on resumes and new jobs coming in to source for. I think that Barb gave some great suggestions that I can add to my process to make my candidates feel more comfortable, help me find the best talent, and make my recruitment style more effective.