Comments on: Two Essential Recruiting Skills to Master Today

By: Deborah Jones

Deborah Jones — Thu, 17 May 2007 11:31:00 +0000

Howard,
you have delivered another great article, profound in conveying what we know but usually forget in the day to day. Grief can help us remember what is truly important in all aspects of our lives, even our professional lives. My deepest sympathy,
Deborah

By: Ann Hotchkiss

Ann Hotchkiss — Thu, 17 May 2007 03:14:00 +0000

Thank you for encouraging greatness. I’ve been in the business since 1979, and the chances for greatness seem to be better now than ever.

By: Mike Tiffany

Mike Tiffany — Tue, 15 May 2007 12:59:00 +0000

To me, I can train mechanics and methods but there are some core requirements that I focus on when interviewing recruiter candidates. The best recruiter’s time in and out have creativity, endurance and the ability to adapt quickly.

By: Doris Kistenmacher

Doris Kistenmacher — Tue, 15 May 2007 11:16:00 +0000

Howard,
I am new to ERE. In fact, I have been busy placing people with people since 1976—I came into the use of computers because I found it a unique method for tracking my comings and goings. The computer is a useful creative tool.(Actually I did not want to learn how to use a computer, I came into this world of computers kicking and screaming,it took too long to use the computer when I knew what needed to be done and did it?) I digress…

Your article is a reminder to us to utilize all of our new toys, but the results are made best in conjunction and successfully by the human touch.

The successful recruiter, in my opinion, knows their candidate, knows the client, and knows how to negotiate between the two when situations arise. By adding support to the candidate?there are so many ways to accomplish this—and to learn as much as possible about the reason for the opening with the client you have an opportunity to allow both to learn how they operate and can operate with one another under most situations. I have seen how a relationship develops by watching and hearing what each party does during the hiring process.

The successful recruiter, I believe, is in tune to the needs of both. This is accomplished by listening, probing and closing the whole time creating a new comfort zone where they both depend on the recruiters input?because of trust.

When a recruiter, I know from experience, works as an extension of the client and has the talent of being the ?agent? for the candidate magic happens. Mainly because you are the, ?Forest of the trees and the tree in the forest? A terrific place to be when placing a person with another person. You have insight and are better able to know when something is off kilter and can stop it before it turns into something that would work against the success for both. You are in charge and in the ?Knowing.?

Thank you Howard, for the reminder
Take care,
Doris

By: Victoria Jones

Victoria Jones — Tue, 15 May 2007 04:03:00 +0000

We as recruiters love our technology and we easily jump on the bandwagon in favor of the latest tool. I’m guilty of it myself. Thanks for reminding us what our business is really all about………the only factor that isn’t changing and will never change in our business, is the human factor. The art of the deal is really what sets stellar recruiters apart and all the wiz-bang recruiting tools in the world will never replace that talent. Thanks!
Victoria Jones,
The Jones HR Group,
Denver, CO

By: Karen Mattonen C.A.C., C.S.P

Karen Mattonen C.A.C., C.S.P — Tue, 15 May 2007 03:41:00 +0000

This was an excellent piece Howard – two things we often forget to thoroughly do in the recruiting process.. Ask Questions, and keep on asking, and of course listen to what the client is saying..

Sometimes it really surprises me when I hear clients call me after ‘firing’ their recruiters because they really didn’t understand the process.. Is it that they didn’t take the time out to understand? they didn’t know the questions to ask? Or they just are concerned about making a candidate ‘fit’ and disregard what the client actually needed?

Karen

By: Phyllis Cohen

Phyllis Cohen — Mon, 14 May 2007 10:42:00 +0000

Howard–Thanks for pointing out the often-overlooked point that recruiting technology is a means to the end, a tool, rather than the end itself. Successful talent acquisition will always be about a carefully-crafted dialogue between human beings; and the Talent Consultant will always see the need to creatively shift gears in a dialogue that can never be completely duplicated or simulated by technology.

Also, my sympathies to you for your loss of your friend Judy. I, too, am a graduate of Brooklyn College, and your mention of pizza and stick ball brought back childhood memories. Sound like Judy was a treasure–