A Savvy Recruiter (Part 2 of 2)

Fotolia © RonenThis is a follow to the last post providing suggestions of how one can become a savvy recruiter.

More often than not, the recruiter supporting a business unit is junior to the hiring manager. The recruiter is unlikely to have the industry training and experience relative to the hiring division. Perhaps the recruiter may feel nervous in approaching the hiring   manager due to gap in seniority level and even more inadequate because the he does not have technical knowledge of the role. Have you felt this way before? I know I have.

Insightful Industry Acumen

Get to know the industry of the company you work for. There is an abundant amount of resources where you can research to gain industry insight. You can set a news alert for topics pertaining to your company and related competitors. There are industry research by technical analysts and financial reporters. There may be professional associations with publications to read and conferences you can attend. You may want to read your own company’s website for press releases and technical white papers. A savvy recruiter pieces together the broader picture of industry trends necessary to begin having thoughtful and insightful conversation with the hiring manager.

Insightful Hiring Meeting

Never go into a hiring brief meeting unprepared. It shows that you are unprepared and disengaged with supporting the business. A true savvy recruiter proactively does some homework to prepare. Review the job description to understand the role. The role maybe a repeat hire but, don’t assume it is exactly the same as before. Get a briefing from the human resource business partner. Learn the organization dynamics and skills needs of the entire team, not just the position being posted. Talk to matrix managers to learn from cross-functional teammates who may have insight into the role. Bring in a set of sample resumes that encompass the full range of skills and experience based on the stakeholders you have spoke with. A savvy recruiter can now drive a more productive hiring brief, with information even the hiring manager may not have previously known.

Insightful Hiring Outcome

In addition to candidate sourcing recruiters need to be able to influence the hiring outcome. To do this, the recruiter must be part of the business or technical interview process, not just the “HR interview.” It is no longer acceptable to just pass resumes to hiring managers for their screening and simply collect feedback at the end of interviews. Recruiters must also participate in interviewing candidates for their business acumen and depth of experience in their respective discipline. Moreover, the recruiter must be able to assess and make hiring recommendations based on technical fit for the role.

This last part of making interview decisions on a candidate is probably the most difficult part, especially if the recruiter does not have the requisite technical or business background. One example to start, the recruiter can sit in together with hiring managers on an interview. Learn the types of questions asked my hiring managers and the responses they look for. After a while, the recruiter can conduct interviews independently.

Developing a level of confidence in decision making is what makes the difference between a typical and an outstanding recruiter. Having the trust of hiring managers to affect hiring decisions is the hallmark of a savvy recruiter.

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