This post is the second in a series illustrating recruiting strategies we’ve learned from watching high performing recruiters in action. The following strategies apply to any recruiter, whether you are an internal recruiter at a growing business or a specialized industry headhunter.
This post is the second in a three part series. You can find the first post here.
Recruiting Strategies for Successful Communication
1. HPRs over-communicate
Considering a new job is a major change in someone’s life. It doesn’t matter if you are a passive candidate or actively seeking a new position. HPRs understand that when people are in the middle of making big decisions it is stressful. They also know the antidote is communication. They keep everyone in the process up to date, share what they know (both positive and negative), and touch base often. HPRs also understand that no piece of information is too small to help everyone make the most informed decision they can make. The best match and highest probability for long term success occurs when both parties – the candidate and the hirer – are fully informed.
2. HPRs are comfortable being candid and honest
I remember meeting with a recruiter early in my career about a possible position, and after meeting for 10 minutes he told me straight up that I wasn’t going to get the job. When I inquired as to why, he simply told me that I didn’t have enough experience and wasn’t the right fit. I thought the meeting was over, but we continued to talk. Ultimately we ended up going past the allotted meeting time. We have been great referral sources for one another ever since. I was impressed by his candor and honesty – he had respect for my time and did not want me to waste it by continuing to talk about a position I would never get. But back to “Meet with Anybody”, he spent the rest of our time building a relationship with me that has paid off for both of us over the years.
3. HPRs know how to present sensitive information in a way that the listener can hear it
Recruiters are, at heart, a kind of match-maker. Recruiters help companies find talent that will fit into their organizations, and recruiters also help people find opportunities they will love. Part of providing that assistance is letting people know what obstacles exist to making that match. HPRs help people and organizations overcome their own shortcomings and have realistic expectations. For example, we’ve seen HPRs:
- Coaching young people on handshakes and eye contact,
- Educating rising executives on negotiating complex compensation packages,
- Explaining to candidates why they didn’t get a position and what they could do better next time,
- Informing a company what they should expect to pay and what culture changes they may need to make to get high-quality talent.
That type of communication requires a sophisticated touch.
Next week – Recruiting Strategies for Efficiency
