Comments on: My Exclusive ERE Top 10 List for Becoming a Outstanding Recruiter in 2013

By: Jeanna Schmidt

Jeanna Schmidt — Tue, 15 Jan 2013 22:29:15 +0000

Great article! The link to the sample posting doesn’t seem to work – can you please provide an active link to the posting or posting text? Thank you!

By: Keith Halperin

Keith Halperin — Mon, 07 Jan 2013 23:31:36 +0000

@ Brian: What’s a “phone”? Is it that thing you play games on and send text on and take pictures with? Didn’t people in the 20th Century actually use them to TALK on? GROSS!

Cheers,

Keith

By: Brian Elias

Brian Elias — Mon, 07 Jan 2013 16:19:57 +0000

Excellent article, especialy number 6, “pick up the phone”..I think most of us have forgotten how to do this

By: Steven Yeong

Steven Yeong — Mon, 07 Jan 2013 04:55:50 +0000

I like points 7 and 6 best. Networking is the key especially in these neck of the woods where I work; Asia.

By: Paul Slezak

Paul Slezak — Mon, 07 Jan 2013 03:47:51 +0000

Great article as always, Lou. And loving the Letterman Top Ten style to get the point across!
As you have indicated, your tips are great for the internal (corporate) recruiters out there. But they are just as valid for independent recruiters out there too. They just need to substitute “hiring manager” with “client” and take note of everything you’ve said.

By: Keith Halperin

Keith Halperin — Sat, 05 Jan 2013 01:59:55 +0000

Sorry I’m unclear. You’ve described what things an outstanding recruiter does (to be outstanding). But what IS an outstanding recruiter?

I’ll make an analogy: I have a beautiful house, and I do certain things to keep/make my house beautiful. But couldn’t someone else do these same things and have just an ordinary house? In other words, couldn’t someone do what you’ve suggested and just be a regular, decent recruiter? Are you an outstanding recruiter just because you do all these things successfully, or are these things “necessary but not sufficient” to be an outstanding recruiter? Couldn’t someone be an outstanding recruiter by doing different things,like filling more than the usual number of reqs, or filling them more quickly, or getting better than usual people hired? What if you do these things but your paperwork is terrible, or no one can stand working with you, or “you just aren’t quite one of us” or on the flip side- you’re marginally capable as a recruiter but are a master office politician and always manage to look great in your bosses’ eyes and come out ahead? What if you work in an environment where you don’t do any sourcing or formal assessment at all or have little/no say over how you work- could you then be an “outstanding recruiter” by your definition?

Summary points:
1) These are good things for recruiters to do, but are they the best things for us to do, and what makes these things better than other things for us to do?

2)Doesn’t doing these (or other good things) depend on the nature of our work and the environment in which we do it?

Finally: before the corporate “talent leaders” had you speak to them, did most/all of them they spend substantial time and effort soliciting input and implementing recommendations from the rank-and-file recruiting staff (since we’re the ones actually doing the work), finding out what we thought might improve the work we do as far as streamlining processes and improving results? It’s “funny” how so many “talent leaders” willing to shell out the bucks to go out to the conferences and bring in the “big guns”, wouldn’t bother to genuinely ask the people working for them how to make their own jobs better. (Maybe they’re out there- I’ve worked for a few, but they’re the exceptions….)

HNY,

Keith

By: Lou Adler

Lou Adler — Fri, 04 Jan 2013 23:59:57 +0000

@martin – I don’t think LinkedIn’s Recruiter product was ever intended to kill the TPR market, especially since the Corporate and TPR versions offer the same features. So to me discussing the idea is irrelevant.

By: Lou Adler

Lou Adler — Fri, 04 Jan 2013 21:33:42 +0000

@Keith – it’s all of them! But point four is when Quality of Hire is defined as a series of performance objectives and point one is managing the process to ensure the goal is achieved.

By: Keith Halperin

Keith Halperin — Fri, 04 Jan 2013 20:46:00 +0000

Thanks, Lou. You’ve said what an outstanding recruiter needs to do. How do you define what an outstanding recruiter is?

HNY,
Keith

By: Jon Bischke

Jon Bischke — Fri, 04 Jan 2013 19:37:17 +0000

Great article Lou. We also recommend trying to find “hidden talent” by looking in other places where most recruiters aren’t. LinkedIn is an incredible resource but with so many recruiters having licenses, the in-demand folks are pretty picked-over. We’re seeing a lot of companies having success by finding folks in other places and by reaching out them in new ways. This blog post describes some of this strategy in more detail.

http://blog.entelo.com/why-youll-find-more-candidates-on-entelo/

By: Martin Snyder

Martin Snyder — Fri, 04 Jan 2013 16:04:38 +0000

Excellent, although you are picking up the name “Lou LinkedIn” ;-)

Did you see Maureens comment on this thread?

http://www.ere.net/2013/01/03/why-linkedin-will-never-kill-the-professional-recruitment-industry/

By: Jacob Madsen

Jacob Madsen — Fri, 04 Jan 2013 15:18:28 +0000

Outstanding and comprehensive advice, simply spot on.