Comments on: Candidate Spotting

By: ERE.net Article | Candidate Spotting | Intellerati

ERE.net Article | Candidate Spotting | Intellerati — Sun, 11 Dec 2011 22:56:18 +0000

[...] Candidate Spotting by Krista Bradford Oct 19, 2007 [...]

By: Ronald Katz

Ronald Katz — Mon, 12 Nov 2007 06:06:00 +0000

Excellent points, Krista. We spend so much recruiting time as the hamster on the wheel. This is a practical and applicable approach to how to identify not only the best qualified candidates, but those most likely to listen to the pitch.

When people say they don’t have enough time, what they’re really saying is they don’t know how to effectively use their time. Or worse, that they don’t know what they’re doing but they sure know how to keep busy. We can’t afford busy, we pay for effectiveness. Thank you.

By: Mariann Perez- Ayala

Mariann Perez- Ayala — Mon, 22 Oct 2007 12:42:00 +0000

That spreadsheet must be interesting! I have a recruiter who is more a salesperson – keeping him focused is an every day project; not to mention his old ‘recruiting’ habbits easily surface when pressured. Would it be possible to get a couple pointers?

Regards,
New Supervisor in the recruiting world.

By: Bart Berkey

Bart Berkey — Mon, 22 Oct 2007 07:15:00 +0000

Krista’s article was fundamentally sound and re-energized some basics for me. As a recruiter for sales positions for our company, I don’t have a chance to actually ‘do the hiring’ and can simply provide candidates. The control aspect of making the hiring decision is left to the hiring managers at each of our hotels. The notion of control via candidate spotting is encouraging and again gives me some ‘influence’ in the process. Thank you Krista!

By: Edward Hartnagel

Edward Hartnagel — Mon, 22 Oct 2007 02:57:00 +0000

I really enjoyed reading Krista’s piece on spotting talent. I have one question, What’s the Barbara bruno Planner? I have been away from search for a couple of years and I am trying to jump start my business again. If your going to be a good hunter you need to be a great tracker.

By: Krista Bradford

Krista Bradford — Fri, 19 Oct 2007 06:54:00 +0000

Michael,
I completely agree with you on the importance of planning one’s day. My team spends the last half hour of every day planning the next . . .without a plan, you focus on what’s urgent, not necessarily what’s important. We’ve actually adapted Barbara Bruno’s planner . . .its a whopping 6 pages long (which I’ve thrown into a spreadsheet to make it easier to manage). But it forces one to focus on every granular aspect of search . . .
Cheers,
Krista

By: Michael Lewis

Michael Lewis — Fri, 19 Oct 2007 04:18:00 +0000

I REALLY enjoyed this article. The practical side of recruiting is really using your TIME wisely. Kim has given some solid practical ways to screen candidates.

My number one tool in my arsenal is great management of my day. When a recruiter has a plan for each day, your effectiveness goes up exponentially. By setting aside time each day to review a couple of periodicals a day that describe the landscape of your market, you can glean information that will land solid candidates. Candidates are impressed when I know what is going on in their business. It is almost like they think you ‘KNOW’ them because you understand their business cycle or something else that is specific to that candidate.

The culture fit filter is one that I use heavily. There are certain companies in our area that provide a similar culture that are ‘feeders’ for Quicken Loans. By networking often in the market, I have gotten to know individuals who send referalls.

I have added ‘Candidate Spotting’ to my lexicon.

Michael D. Lewis
Executive Recruiter
Quicken Loans