As a working professional, the term “thinking outside of the box” has always annoyed me. Now it’s become so common, that more people are thinking OUTSIDE of the box than inside of it. It’s time we revisit the basics in the world of recruitment. As a Pinstriper, I lead a dedicated client team and also handle niche recruiting for my client. Some of this recruiting requires passive sourcing, creative outreach and that dreaded “thinking outside of the box.” While it’s important to be innovative and utilize the tools at hand, without having critical skills like communication to begin with, all of this creative work is pointless.
As a recruiter ask yourself this important question:
“If I were a hiring manager, what would be most important to me to ensure a good experience?”
I am sure you will answer first and foremost “getting my position filled.” While this is certainly true, if I were a hiring manager, I would also want to make sure that after doing an initial job scope with a recruiter, that my position didn’t somehow disappear into that infamous black hole and that I am being communicated to on a regular basis. I currently have a niche position that requires quite a bit of overtime and very specific experience in the world of engineering. It’s been tough to fill and I have had several candidates drop out from the process. However, that doesn’t stop me from communicating weekly to my hiring manager to let him know that his position is being worked on. Each week, I share new steps that are being taken to fill his position and we collaborate as a team to brainstorm new ideas to fill the role. I can assure you that even though the time it is taking to fill the position is longer than we would both like, he will be satisfied with the process in the end because of the communication tactics that are in place.
You can also flip this to the other side of the coin and play the role of a candidate. I have some very competitive roles, where I have several candidates vying for one position. All of them may be very well qualified, but some fit the mold a little better than others. Instead of leaving them hanging, I always will end a phone interview by stating what the next step is that a candidate should expect and if I am passing someone on to the next step, I will provide he or she with my direct phone number. This extra touch can go a long way with a candidate, and even if you don’t end up hiring this person, they are more likely to refer a friend, apply again, or say something positive about your organization.
Of course, those great tools that we have in place to do passive recruiting and creative sourcing are great, but without good communication, they won’t get you far in the recruiting world, so hop back in the box, my friend!
Post contributed by Angela Ulm. Connect with me on LinkedIn.