I’m always on the lookout for a silver bullet to make great recruiter hires! But, I haven’t found one, yet!
I’ve met and been around thousands of recruiters in my career, and most have a few similar traits that make them successful at recruiting, think:
- Self Motivated
- Ability to drag information out of an individual
- No phone fear
- Quick minded
- Connector of people
The reality is, though, no one has really found the secret sauce to hiring great ‘potential’ recruiters. I say potential because it’s rare I that I hire experienced recruiters. It’s not that I have a problem with experienced recruiters…wait, I probably do have a problem with experienced recruiters. Here’s my deal, if you’re a really good recruiter, I shouldn’t be able to afford you. If I can afford you, you’re not a good recruiter. I like to grow my own. No recruiting experience, come on in and we’ll show you the ropes. By the time you end up being really good, I’ll be paying you really well and everyone is happy.
That still leaves me with a better way to find those who, potentially, could be really good at recruiting. There isn’t any ‘recruiter starter’ program at the local community college, and while Enterprise Rent A Car kids have been a good breeding ground, that isn’t perfect either. Sure, Allegis/Aerotek has used the Fraternity and Sorority route for years, and that has done well for them, but I want something that is more of a sure thing.
And, I think I might have it.
For my next Recruiter hire, I’m going to have the candidates actually recruit someone for their interview process. Game show style! Bring in three people we like from a personality standpoint, give them a requisition on a need we have with all the details, and send them home. First one to come back with a valid candidate that we would want to hire, get’s the job!
I know, I know – you can thank me later – I solved it!
Think about it for a minute. If the candidate truly wants to recruit they should be able to fumble there way through one requisition to find some candidates that are relatively close. The reality is, I want to see how they go about it, I want to talk to them once they find the person and ask them a million questions about how they did it, what they would do different, etc. I want to know that they actually want to do this. My guess is 2/3 of the candidates won’t complete the task and I’m completely fine with that, because I don’t them, and they probably don’t want me!
What do you think? Would you take on the task?