Not so fast. keep reading…
How does a team of technical co-founders recruit a top notch designer?
Maybe they realized it; maybe not. But whoever posted that question to Quora asked what every recruiter on the planet has wondered at one time or another: How can I recruit the best candidate for my job?
It’s a simple question, yet one to which there is neither a simple answer nor even consensus about just what combination of characteristics, background, skills, experience, personal traits, and so on make someone “the best candidate” or even a “top notch” candidate.
Yet right there on Quora, amidst the predictable suggestions about searching GitHub and hitting the networking circuits, is a blueprint for building a recruiting program to attract not only a coder-designer. but an entire team of tech talent. keep reading…
The War for new-grad talent has never been fiercer. More and more companies are turning to universities as their main pipeline to build up their workforce of amazing engineers, designers, and quants. However, many companies who haven’t been active in campus recruiting for the past few years may be surprised to find that the game has dramatically changed.
Remember when you thought pizza and soda at an information session was enough? Now, it’s pizza and soda delivered to your dorm room during finals week with a personalized “good luck” note and invitation to interview. More than ever, companies are adapting to, and even embracing gen Y values in their recruiting processes to sign the best students from top-tier schools.
Jane Graybeal wrote a great piece titled “Valuing the So-Called Me Me Me Generation”, summarizing three key ideas around gen Y. While some companies may work against these “me me me” values, a handful have worked with them to get some of their best hires. Let’s take the three concepts that Graybeal summarized and apply them on a more practical level — specifically on how university recruiting programs are staying competitive on campus: keep reading…
Enough years in the recruiting business and enough missed placement opportunities by mishandling the offer scenario has taught me to be patient making job offers.
In a tight market for talent, companies want to move top candidates through the hiring process quickly and try to lock the candidate down before competitors do. But first in this race is often times a losing position, as candidates use a hybrid practical/emotional decision-making process when selecting a new job opportunity.
Psychology plays a major factor when it comes to choosing a job, and we as recruiters need to first be aware of it, understand it, then master it to achieve high closing rates on the most promising candidates. We can start down this path by exploring the different job seeker profiles we as recruiters come across.
Job Seeker Profiles keep reading…
After years of unsuccessfully courting two of the world’s preeminent neuroscientists with offers of more money, bigger and better facilities, a larger budget, and almost anything else they wanted, the University of Southern California finally closed the deal last month when its top recruiters sold them on lifestyle.
Poaching Arthur Toga and Paul Thompson and practically the entire staff of their Laboratory of Neuro Imaging from crosstown rival University of California/Los Angeles came down to things as hard to predict as a senior school official greeting janitors and doctors alike, and as hard to control as a commute.
How USC finally lured Toga and Thompson is a case study in recruiting world-class talent, showing the importance of every part of the process; from building and maintaining a relationship, to encouraging employee networking, involving the most senior people, and creating a culture where deans know janitors as well as they know their medical school faculty. keep reading…
The fastest way to succeed is to look as if you’re playing by somebody else’s rules, while quietly playing by your own. –Michael Korda
Losing a great candidate is a painful and disheartening experience. I for one, beat myself and wonder what I could have done differently as I do a cerebral post mortem. Sadly, it is the occupational hazard with which we live daily and it is a part of the game of recruiting. With that in mind, we all need to learn from our mistakes and do our best not to repeat them.
Losing great candidates will never go away completely. But we can look to some ideas and insights that will help that event to become less frequent. Please consider the following points and know that if you do lose a candidate, you played the game as well as possible. keep reading…
Who is the best recruiter in the world? Would you believe it’s Joshua Brady, a 26-year-old Virginia man, who lives with his mom, grandmother, and young brother, and used to play a whole lot of EverQuest until he got caught stealing virtual money.
No way, you say. Yeah, well, before you shoot that down, hear this. Brady, posing as a CIA operative, recruited not one but two ordinary, otherwise law-abiding folks to rob banks.
Brady, or Theo as he identified himself, never met the two 20-somethings. All his recruiting was done over the phone, yet he managed to get the man and woman to rob, or attempt to rob, several banks, even convincing friends and relatives of the two that this was indeed all in the interests of national security.
They all got caught, though it looks like everyone except Brady is getting off, and he’ll probably only get probation.
Recruiting, as many of us know it, has undergone a transformation in the last few years. In fact, there are recruiters coming in to the workforce now who only source within LinkedIn Recruiter, or who’ve never had to keep a physical (read: paper) file on a candidate. Some of the changes that have rocked our industry over the last six to eight years have been great ones. Some could use a keener eye, but I’m not here to criticize.
What I want to do is point to the things that haven’t changed; I want to talk about getting back to recruiting basics. Because not everyone can afford the fancy social recruiting suites and very few can veto the boss when he says no to a perks program. These are the skills that every recruiter should know and all recruiters used to know. These things obviously work with the new tools and platforms … but they’re effective without them. So let’s get back to the basics.
Here are five things not to forget in the social recruiting fervor. keep reading…
I just returned from the always-powerful CoDev conference, where a prime focus was on the difficulty of hiring and retaining innovators. Almost everyone agrees on the value of innovators, but unfortunately, because of their design and their lack of boldness, most corporate recruiting processes simply cannot successfully hire a highly desirable innovator.
In case you have been unable to get innovators to complete your interview process or to accept your offers, I’ve put together a list of bold but effective approaches that can make it possible to sell and land even the most fought-over innovators. keep reading…
One of the most frustrating elements of recruiting occurs when after weeks of hard work, you have found an excellent candidate who is excited but you can’t get past the last sticking point: the appropriate starting salary. The candidate naturally wants more, but the company is often reluctant to offer more money because they are uncertain whether the new hire will produce at a level high enough to justify their higher salary request. Rather than losing the candidate, consider offering them a “salary reopener clause.”
The salary reopener gives the new hire a chance to get that added money within a short period of time, provided that their actual performance for the first few months has been worthy of the higher salary. No candidate wants to wait, but if they are confident in their ability, they may be willing to wait a short few months to show you that you are wrong. All you are really doing with the reopener clause is postponing the final salary determination until the new hire has a chance to prove their worth. Salary reopener clauses are quite common in union contracts but they are unfortunately underused by recruiters.
A Hiring Manager’s Uncertainty About Future Performance May Lead to a Low Offer keep reading…
With the growth of the Internet, social media, and employee referral programs, finding talent is becoming amazingly easy. In recruiting, we call finding talent “sourcing,” and for nearly three decades sourcing has been the most important but difficult aspect of recruiting. After all, if you can’t find great talent, you certainly can’t interview and hire them.
But finding top talent among professionals is now becoming painless to the point where almost any firm can do it successfully. The time is rapidly approaching were nearly every professional and working individual in the developed world can be found by a recruiting function.
Finding Talent Is Easy Because Everyone Is Now “Visible” keep reading…
The Top 18 Metrics for Recruiting Leaders
It’s hard to find anything in recruiting that has failed to live up to its potential more than recruiting metrics. For nearly two decades recruiting leaders have poured resources into measuring recruiting success, and in most cases, the best that they have to show for it is being able to say “yes, we have metrics.” If you don’t know what’s wrong with most recruiting metrics, I have outlined in great detail in a previous article “what is wrong with metrics”).
So if you are a recruiting leader and you are frustrated or disappointed with your current metrics, this article will provide you with a list of the metrics that you should be using. I assure you that after reading this list you will definitely question your current metrics. The other possible option is that you may think that the metrics provided here are impossible, but you would be wrong (they are not).
Understanding the Three Time Periods That Metrics Should Cover keep reading…
You have staffed your team with all the right people: they graduated from top universities, worked at leading companies, stayed at each company the requisite length of time, and exuded intelligence in the interview process. Yet you see other companies with far less surface talent achieving incredible results and outstripping you. Why is this?
The most likely reason your company is failing to progress is that you still hire based on standard interview processes that have been followed for decades. You focus on qualifications only, and ignore focusing on the individual attributes that will help you find superstars, or game changers.
A game changer is a person who thinks outside the box and approaches problems differently from the rest of us. They approach problems with passion, a unique perspective, and their thinking inspires others to build on their ideas.
With game changers on your team you can move from average to an industry leadership position. Good examples are Apple and IBM, which transformed themselves from fading brands into dominant positions by adopting the ideas of leaders who were game changers. Three football teams have had great success this year bringing in game changers. The Seattle Seahawks (Russell Wilson), Washington Redskins (Robert Griffin III), and Indianapolis Colts (Andrew Luck) have seen vast improvements after they drafted rookie quarterbacks who have the unique attributes of game changers.
An example of a game changer in the music industry is Steven Tyler. In his entertaining autobiography he discusses how he approaches the four elements of writing a song: melody, words, chords, and rhythm.
He explains, “You know right away if a song has that magic. It has to have those extremes — the one thing it can’t be is okay. Okay is death.”
He adds: “Never mind the melody, never mind the chords — no, no, no. You start with infatuation, obsession, passion, anger, zeal, craze, then take a handful of notes, sew them into a chord structure, create a melody over that, and then come up with words that fit it perfectly.”
His diverse way of thinking is completely different from standard music writers, but as a game changer, his unique perspectives have resulted in incredible successes.
If we analyze the way the majority of companies hire, we see a system that is designed to hire okay performers. We focus solely on the tangibles: the candidate’s job history, education, and interview performance. We ignore the intangibles like diversity of thought, work ethic, intelligence, and common sense.
As an example, diversity of thought means approaching challenges using varied thought processes based on personal creativity and different life experiences. If you can combine diverse thinking with a strong work ethic, intelligence, and common sense, you have a game changer. The results of game changers can often transform the way we do business.
To hire game changers, you will need to make modifications in the following areas: keep reading…
Things which matter most must never be at the mercy of things which matter least. –Goethe, Johann Wolfgang Von
As we emerge from the strains and exertions of 2012 and look to manage our recruiting efforts in the New Year, we are all sure to suffer one ongoing problem: distractions that will eat away at our time and our productivity. Too many things both online and off scream for our attention and too many people want a piece of our day. This is not good.
I believe that the time to clear off your desk and start afresh is now, and even more then the physical aspects of cleaning house are the mental aspects of knowing that if you have a job of any significant responsibility, the watchword for renewed success will be productivity. One’s ability to get their recruiting done despite the madness and the noise that puts us in the zone Stephen Covey referred to as “the thick of thin things” is an ongoing effort with which we all struggle. (If you have not read Covey’s seminal book the Seven Habits of Highly Effective People yet, I can’t imagine a better way to kickstart the year off in your favor.)
With this in mind, I offer 10 insights that will surely contribute to enhanced success as a recruiter in the year all of us are about to enter. keep reading…
Anyone who has been recruiting for the last five-plus years has likely experienced the holiday candidate snatch-up. Most veteran recruiters understand that recruiting, unlike other professions, doesn’t take a break over the holidays as candidates and hiring managers are both unique and unpredictable.
Though everyone needs some time off and has family obligations throughout the holiday, if prepared ahead of time, every recruiter has the opportunity to block an opponent snatcher, if not to be a snatcher themselves. Losing a candidate to another recruiter over the holidays can be avoided if certain precautions are set in place. keep reading…
I’ve always thought corporate recruiters could learn a lot from “headhunters” — not because I’m biased due to years spent in third-party recruitment (both as a recruiter and manager). It’s just that when I came to the “other side” I noticed one glaring weakness.
Corporate recruiters are very “process driven” and not very good, well, “hunters”; at least that tends to be the case for corporate recruiters newer to the profession. They get the procedures down quickly but they just haven’t been exposed to the world of recruiting and closing higher-level talent. More senior corporate recruiters, on average, have been exposed to both sides and may already use some of the principles I’ll discuss.
A few quick facts about recruiting top talent in the U.S. Currently in the U.S. unemployment is hovering around 8%, yet, more than 52% of employers (according to the Wall Street Journal) say they cannot fill their positions. How can this be? How can we have, in this economy, a jobs gap of nearly 4 million? keep reading…
If you’re going to be an effective recruiter, you need to continually change your mix of recruiting tools in order to stay ahead of the competition. Adopting new tools is critical because once any tool is used by everyone, it loses its effectiveness. In part one of this article, I provided a list of bold sourcing, referral, event, and college recruiting tools. In the second part, I continue the toolkit with advanced recruiting tools for the most aggressive recruiters, and bold closing tools for getting difficult to land candidates to say “yes.”
Advanced recruiting tools and approaches keep reading…
What’s the opposite of a dreadfully boring recruiting video, featuring employees or the CEO talking in corporate-speak about your workplace, your team environment, your diversity, your work-life balance, and your blah blah blah blah blah? Perhaps it’s the video below.
It’s promoting jobs at Aldebaran Robotics, a company that says it wants engineers who are “the most creative and experienced” … different, humble, and ambitious … if on top of that you are a funny geek, come join us!” keep reading…
Does this sound familiar? You are having a great conversation with a “rock star” candidate who has applied for one of your positions. You share the details about the position and your candidate seems genuinely excited. You might even be getting lots of “buying signals.” You assume that you are both in “violent agreement” that this is the perfect position!
So you move your rock star forward — setting up an appointment with the hiring manager. Your candidate sounds excited, and you are looking forward to one more “fill” on your scorecard for the month. Life is good!
But not so fast. keep reading…
In the world of sales, there is a high correlation between presentation skills and sales success. Great salespeople work to hone their communication skills and are able to communicate with confidence and impact. In addition, they are often remembered and acknowledged as key business partners — not simply as “someone trying to sell us something.”
Less successful salespeople, on the other hand, spend very little time consciously building their competency in this area.
But what are the elements of a great presentation? Is there a way to make a compelling presentation over the phone? And more importantly, what can recruiters do to build their phone presentation skills? In this article, I provide a simple 5-point checklist for recruiters who make presentations to candidates and hiring managers during phone conversations. keep reading…