Latest / The Business of Alignment - Powered by The E1B2 Collective / Getting Smarter as a Recruiter

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Getting Smarter as a Recruiter · The Business of Alignment - Powered by The E1B2 Collective

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  Recruiting. I want to talk to my recruiters
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  out there. I want to talk to my head of
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  talents out there. Anyone that's done.
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  Let's call it 100 plus interviews.
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  First round, second round, third round.
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  Developed the process. Built a system.
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  Worked with hiring managers to refine and come up with an
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  established job description, and so on and so forth.
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  Manage the technology and the process.
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  Everything it is. If you've done it, let's say 100
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  + *, I have a big question for you.
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  How often have you taken a moment?
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  Refined, analyzed. How you're approaching the
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  conversations, the questions you're asking, how you're asking
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  the questions, how inclusive the conversation feels and is the
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  sentiment of the call. How much you're actually
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  allowing them to talk and explain themselves and provide
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  context versus how much you're providing information.
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  How you're packaging the information, your tonality of
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  your voice. How often are you as a recruiter
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  generally asking yourself and reflecting on those variables?
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  Not often. This is called what it is.
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  It's not happening a lot and I'm a believer that in life
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  generally, in relationships generally, in business,
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  definitely you should at some moment throughout a calendar
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  year, have a process, have a technology, have a methodology
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  in place to check yourself, to analyze yourself and to get
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  better, to get smarter, more refined and just make a better
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  impact. And I think the recruiting
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  process is one of the most delicate moments on both sides.
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  It's delicate for the org and it's delicate for the applicant.
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  So why not make that moment the most inclusive, the most
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  comfortable, the most fair, the most equal experience there is
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  for both? Why not make your life more
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  pleasant, more humanistic as a as a leader, as a recruiter?
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  And why not make and put a smile on someone's face?
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  Because I'll tell you first hand, my wife has been going
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  through some interview processes and there's been a few companies
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  that have stood out that has, that have not hired her.
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  And she's so openminded about still joining those companies
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  and potentially being a boomerang applicant because of
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  the experience. How they made her feel
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  throughout that process, how they shared information, how
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  they packaged information, how much they actually leaned into
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  learning about her personal context and crafting that and
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  baking that into the inevitable offer that she was received.
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  Like companies that do that, even if they don't decide to go
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  with you, you remember those moments.
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  That's a big impact from an employer branding perspective.
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  Want to talk about really sticky employer branding?
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  There it is. Right.
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  So I share this because I'm working on a ton right now and
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  one of my most exciting and interesting things in the
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  marketplace today is the ability to generally understand how you
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  are having conversations as a as a recruiter, the vibes and the
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  feelings that those applicants are feeling on the other side of
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  that conversation and frankly just how you're making people
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  feel at a humanistic people level.
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  And I just want to see company get smarter and and I'm here to
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  help and I'm here to support and I and I just want to highlight
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  that. So take some time, recruiters be
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  able to analyze your sentiment, your tonality, the package you
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  got, your information, how much you genuinely care.
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  Ask yourself that. Reflect, and let's get Better
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  Together. As always, just a few thoughts.
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  Definitely just a few perspectives.
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  We'll talk to them.