®
10 TIPSTO BE A BETTERRECRUITER.
© 2014 iCIMS Inc. All Rights Reserved.
®
© 2014 iCIMS Inc. All Rights Reserved.
Recruiting is all about finding the ‘best fit,’ right? If you don’t understand
the hiring manager’s personality and expectations, how can you possibly
find a candidate who will fit? The solution is easy: Get to know the hiring
manager and the staff who work closely with him or her. Consider having
lunch with the hiring manager and/or their staff once a month. During
lunch ask them general questions that will help you to understand
the hiring manager’s needs better. For example, “What do you do
during an average day?”, “What are the short and long-term goals
for your department?”, and “Describe your perfect employee.” This
information will help you to develop a profile of the hiring manager
that will help you identify good-fit talent for his or her department.
HIRE EXPECTATION HIGHLIGHTS
The bullets on each page marked with a are Hire Expectation Institute highlights for you to take away to improve your recruiting efforts.
DEVELOP A PERSONAL RELATIONSHIP WITH YOUR HIRING MANAGERS AND THEIR STAFF
#1
MANAGE YOUR HIRING MANAGERS
Get to know the hiring manager and the staff who work closely with him or her
Use this information to identify good-fit talent for your hiring manager’s department
Develop a profile of the hiring manager
RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
Let’s face it, hiring managers provide job descriptions in a rush. They
sometimes miss important requirements or do not clearly define the job’s
responsibilities. If you want to be a better recruiter, go beyond the
provided job description and do some research on the jobs you are
expected to fill. With a little effort, you can identify and recommend
requirements and responsibilities to the hiring manager. This quick
and easy process will help you improve the job description, improve
your screening tactics, and improve hiring manger satisfaction.
DO SOME RESEARCH AND LEARN ABOUT THE POSITIONS YOU ARE TRYING TO FILL
MANAGE YOUR HIRING MANAGERS
Go beyond the job description; research each position
Strengthen your candidate screening and improve hiring manager satisfaction
Recommend job requirements to hiring managers
#2RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
Meeting with the hiring manager for each new requisition helps you to
understand job requirements which will improve your outreach efforts and
candidate screening tactics. But, why would you need to meet with the
hiring manager for jobs that you have filled previously? Here’s why: You
can improve quality of hire and employee retention by meeting with
the hiring manager and asking the right questions. For example, ask
the hiring manager why the incumbent is leaving the organization.
Be sure to ask the hiring manager if he or she learned anything
from working with the previous employee that may impact the
job requirements. Ask the hiring manager to tell you about his/her
experience with the type of employee personality that excels or
fails in the role. With this information, you will be able to identify the
candidate profile who will be happiest and most successful in the role
you are filling.
(YES, EVERY REQUISITION, INCLUDING
THOSE THAT YOU HAVE FILLED BEFORE)
Improve quality of hire by identifying the correct candidate profile
Identify the employee personality type that excelsin the role
Review previous employees’ credentials, successes, and failures to define accurate candidate requirements
MEET WITH YOUR HIRING MANAGER AND ASK QUESTIONS ABOUT EVERY REQUISITION
MANAGE YOUR HIRING MANAGERS
#3RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
KNOW YOUR COMPANY’S GOALS AND ALWAYS BE ‘ON’
The most successful recruiters have a constantly growing pipeline of
quality candidates. Success can be achieved in two simple steps. First,
you must understand your organization’s strategic goals, know the
business’s weaknesses, how it plans to improve, and what type
of talent the company will need in order to execute on growth
plans. Next, you have to be ‘on’ all the time.
Recruiters who are always ‘on’ are recruiting everywhere, all
the time, and without anyone knowing what they are up to until
the time is right. Beyond sourcing LinkedIn, they are making
new acquaintances at a friend’s weekend barbecue and starting
conversations with people browsing business books at the local
book store. These interactions, while perhaps wholly enjoyable, are
executed with purpose: identify skills and personality traits that support
the recruiter’s future recruitment needs. When you meet someone who
might satisfy your organization’s current or future needs, invite them to
connect with your organization using your company’s talent CRM.
Understand your organization’s strategic goals
Look for skills and personality traits that support your future recruitment needs in everyone you meet
Be ‘on’ all the time
Use a talent CRM to build talent pools and nurture passive candidates
MANAGE YOUR CANDIDATES
#4RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
The best recruiters know their success hinges on their ability to develop and
maintain relationships, and relationships are all about communication.
Active candidates expect that the recruiter will keep them in the loop on
developments pertaining to the job and/or their candidacy. While this
may seem like a major time investment, the last thing that a successful
recruiter wants is to alienate any candidate. Even if a candidate is not
be a good fit today, you never know what the future holds.
Passive candidates also need communication. It is your job to keep
them interested and build their excitement about the possibility of
working for your company. That way, when the time comes for you
to recruit a passive candidate, you can leverage your relationship
and improve your chances of success. To streamline communication,
consider automation. Automated responses to job applicants can reduce
a great deal of the burden. Further, automated email campaigns can be used
to nurture passive candidates en masse.
COMMUNICATE WITH CANDIDATES THOROUGHLY AND FREQUENTLY
Keep active candidates in the loop on developments pertaining to the job
Keep passive candidates warm with frequent communication
Automate candidate
communication to streamline
nurturing passive candidates
MANAGE YOUR CANDIDATES
#5RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
The best recruiters know that trendy interview styles aren’t always the
answer. The first step in crafting a good interview is to confer with the
hiring manager to make sure that you and he/she are in agreement
with what is important to the role. Once you are clear on the hiring
manager’s goals and requirements, figure out what information the
candidates can provide to confirm that they are the right fit for the
job. Next, prepare questions that are likely to elicit the answers
you need. Don’t be afraid to use a variety of interview styles in a
single interview (behavioral, case, etc.). Finally, assess candidates
fairly by asking them all the same or similar questions. Maintain
interview questions/answers and your feedback in the candidate’s
profile within your applicant tracking system for easy access and
side-by-side candidate comparison.
ASK THE RIGHT QUESTIONSMANAGE YOUR CANDIDATES
Confer with the hiring manager about what skills are important to the role
Assess candidates fairly by asking them all the same or similar questions
Prepare interview questions that are likely to elicit the answers you need
Use an applicant tracking system for easy side-by-side comparison
#6RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
If you are like most people, you have access to many technologies in
the workplace but you aren’t using them to their fullest potential. Your
success depends on whether you can effectively use technology to
automate some of your work, eliminate redundancy, and organize
your records. For example, are you entering candidate information
into multiple computer programs to facilitate applicant tracking,
background checks, and assessments? Integration is the solution.
Integration will allow multiple computer programs to seamlessly
share information, eliminating that extra work and allowing you to
focus on the things that are most important to your success, like
building hiring manager and candidate relationships. Even if you
aren’t the person responsible for making such decisions, do your
research anyway! By recommending ways to streamline operations,
you increase your chance of success and look like the office hero.
LEVERAGE THE TECHNOLOGY YOU ALREADY HAVE TO THE FULLEST
MANAGE YOUR TIME
Use technology to automate some of your work
Integrate systems to seamlessly share information
#7RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
DON’T BE AFRAID TO EXPLORE AND TRY NEW TECHNOLOGIES
MANAGE YOUR TIME
If you find that your current technologies are not supporting your objectives,
start looking for technology that will support you. Here is an important
tip to keep in mind: When you speak to a technology company, don’t
dictate which product features you must have in the software.
Instead, tell the technology vendor what problems/challenges you
are experiencing and ask for their recommended solutions.
You will find that different technologies address similar problems
in different ways. By employing this tactic, you will learn multiple
ways to address a challenge and perhaps even learn better ways
to address your problems. Once you are thoroughly educated
about the vendor’s offerings, you can choose the technology that
has the best solution for your challenges rather than getting stuck
with the solution you initially described.
Look for technology that will support your needs
Choose a technology that has the best solutions to your challenges
Speak with vendors about your specific problems and challenges
#8RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
DEDICATE TIME EACH DAY TO LEARNING SOMETHING NEW
MANAGE YOUR TIME
Learning is an imperative part of your success. You need to dedicate
a little time each day to learn about your company’s operations, the
industry in which it operates, and most importantly, learn about new
trends in recruiting. While not every recruiting trend will fit your
organization, you never know what you may learn that will help
you to save time, improve your candidate screening quality, and
generally help you become more successful. For example, did you
know that an increasing number of companies are experiencing
a tremendous amount of success using video as part of the
candidate screening process? Advocate for your own learning by
frequently visiting websites that offer research-based educational
materials that can help you identify new methods or technologies
to improve your organization’s efficiency.
Learning is imperative to success
Use new technologies like video to streamline candidate screening
Adopting new tactics increases your chance of success
#9RECRUITING TIP
®
© 2014 iCIMS Inc. All Rights Reserved.
TAKE A BREAK TO REFRESH AND REVITALIZE
MANAGE YOUR TIME
Face it! You are busy. At times, you are overwhelmed. You need to take
short breaks to refresh and revitalize throughout the day in order
to improve your productivity. Be sure to step away from your desk a
few times throughout the day. Go outside and take a quick walk or
go offsite for lunch. Whatever you choose to do with that time, do
schedule in breaks to make sure you are always playing at the top
of your game.
Take short breaks to refresh throughout the day
Taking breaks helps you stay on top of your game
Be sure to step away from your desk or office
#10RECRUITING TIP
In the end, you are in control of your career success or failure. If you want to
be a better recruiter and rise to the top in your organization, you need
to manage relationships with hiring managers and candidates, while
managing your time effectively. While technology can be intimidating,
it is often the best way to streamline your business operations and
achieve your goals.
The iCIMS Talent Platform, for example, provides recruiters with
the tools they need to succeed in a new talent marketplace. The
iCIMS Applicant Tracking System (ATS), Recruit, incorporates social
recruitment features that help recruiters master social recruiting
on Twitter, Facebook, and LinkedIn in an effective and automated
manner. iCIMS Candidate Relationship Management (CRM) software,
Connect, offers a holistic approach to talent acquisition and enables
recruiters to tie their talent acquisition processes to the business objectives
and measure their success.
FINALTHOUGHTS
To learn more about theiCIMS Talent Platform,
call 1-800-889-4422 or take a look at our demo by clicking on the image below:
Click on the icons below to share this eBook with your network!
®
© 2014 iCIMS Inc. All Rights Reserved.
We’re Online!http://www.icims.com/HEI
Click here to check out iCIMS Hire Expectations Institute
We’re Social!Click on the icons below to
follow us on your favorite social networks
Check out the latest research eBook from iCIMS
The Candidate Experience Playbook
®
© 2014 iCIMS Inc. All Rights Reserved.
HIRE EXPECTATIONSINSTITUTE