I wrote a book with a lot of words. One I discovered is that people love for you to have a book, but no one really wants to read 60,000 plus words. They want you to break it down to about 500. “Just tell me what I really need to know!”
Okay – Here you go:
- Always give personal feedback to candidates you’ve interviewed but didn’t hire.
- Make every candidate believe you desire them until you don’t.
- Job advertising works. Programmatic Job Advertising works best.
- You don’t hire the best talent; you hire the best talent that applied to your jobs.
- If your team only uses 50% of your ATS, it’s not an ATS problem, it’s an adoption problem. (which means it’s a leadership problem)
- Measuring the recruiting funnel will give you far better results than measuring days to fill.
- Only hire Sourcers if you truly have recruiters willing to do outbound recruiting.
- 90% of your recruiting is inbound recruiting, but your hiring managers believe 50% of what you do is outbound recruiting.
- Your diversity hiring woes can be tied specifically to certain hiring managers, but we are too afraid to connect the dots politically.
- 99.99% of candidates will never accept a job without first talking to a real person. Call volume, in recruiting, matters.
- If your sourcing tech is failing, it’s not a failure of the tech, it’s your recruiters hate doing outbound recruiting.
- They key to being a great recruiter is getting someone who doesn’t know you to trust you with their career.
- A candidate will always respond to a hiring manager more than a recruiter on average. They’ll respond to the CEO of your company even more than a manager of a function.
- On average, there are worse selection strategies than hiring the most pretty people you interview.
- The most underutilized recruiting resource you have is your own database of clients.
What is your favorite tiny piece of talent advice? Put it in the comments, and I use it in my next book which will only be 2,000 words!
You don’t have to see a bunch of candidates to know you’ve found great talent. If you’ve only talked to one person but they are perfect – offer them the job! Don’t wait until you can compare them to other less good candidates – they will be gone.
Have business or recruitment cards with you at ALL times! You never know who you will meet when you are out and about. Make it easy for those individuals you meet who show great potential to find you and your company. For example: That great cashier at the hardware store could be your next Customer Service Rep or hard working production associate!
The best advice I can give anyone wanting to be a recruiter is do NOT be afraid of the telephone. Sometimes you just have to pick up the phone and call someone.