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!