Recruiting is a never-ending cycle of hiring, screening resumes, and interviewing candidates until you find the right fit. However, not every homing in process works perfectly for everyone. That’s why it’s so important to become a more effective recruiter or hiring manager by asking yourself questions and taking action.
If you don’t know where to start, check out these ways to become a more effective recruiter or hiring manager.
Ask yourself why you’re doing this
Before you start hiring, you may want to ask yourself why you’re doing this. You may be in a position where you need to hire people, or you may want to learn more about the hiring process so you can make it work better for your team. In either case, it’s important to have a reason behind it that’s bigger than just “I need people.” If you don’t have a purpose behind your recruiting, then you’re just recruiting because it’s what you do, and that’s not good enough.
Be sure to ask yourself why you want to be in this position, what you hope to gain from it, and if you’re hiring because all of your team members are leaving or if you want to grow your team.
Set up your org for success
One of the best ways to become a more effective recruiter is to set up your org for success. Hiring is a never-ending cycle that requires leaders to have a strategy from start to finish. That starts with setting a hiring policy, creating a hiring process, and then implementing it. If you don’t have a policy or process in place for hiring, then you’re just going through the motions.
You may get through a round of hiring, but you can’t expect to have a consistent flow of candidates or success when hiring people. If you don’t have a process in place for hiring, then you don’t have any control over the process. You might just be putting people in a position to fail because you’re not checking off boxes or making sure that the person has the right skill set for the position.
Instead, you may just be wasting time and resources because you don’t have a set process in place.
Build a strong candidate pipeline
Hiring is hard. It’s never easy, and it’s likely that you’re going to run into frustration or failure while hiring people. However, if you don’t keep a strong candidate pipeline, then you’re likely to lose a lot of momentum and end up hiring the wrong people. Successful recruiting requires that you maintain a strong pipeline of candidates so that you can maintain consistency when hiring. That doesn’t mean that you can’t hire anyone, but it does mean that you have a consistent flow of candidates from which to choose from.
If you have a small candidate pipeline, then you may end up hiring the wrong people and losing momentum because you don’t have a consistent flow of candidates to choose from.
Hire with purpose
When you hire with purpose, then you’re going to be more successful in building a strong candidate pipeline and hiring people with the right skill sets. When hiring with purpose, you want to hire for strengths, not just for skill sets. That means that you’re looking for employees who bring value to the team and the organization, not just those who have experience. With hiring with purpose, you’re looking for people who have a purpose for being on the team, not just people who have a title because that’s just as important.
With hiring with purpose, you also want to hire for personality types. That doesn’t mean that you’re hiring for jobs or titles, but that you’re hiring for types of people. That means that you’re seeking out candidates with diverse skill sets, work values, and work styles so that you can build a strong candidate pipeline and hire people with the right skill sets for the role.
Stay updated and demand change
When you’re a recruiting manager, then you have to keep an eye on the hiring process and change as needed. That doesn’t mean that you can just sit back and relax and let the process go, because if you do, then you’re likely to make the same mistakes over and over again.
Instead, you have to keep an eye on the process and make sure that it’s working for your team, your organization, and the candidates that you’re bringing through the door. If you’re not keeping an eye on the process and making changes as needed, then you’re likely to see the same problems crop up over and over again. If you’re not keeping an eye on the hiring process and making changes as needed, then you’re likely to see the same problems crop up over and over again. That means that you have to keep an eye out for the problems that you see in your hiring process and make changes as needed.
Learning how to become a more effective recruiter or hiring manager starts by asking yourself why you’re doing this, setting up your org for success, building a strong candidate pipeline, hiring with purpose, staying updated, and demanding change. With these 6 ways, you can become a more effective recruiter or hiring manager.
More about Bernie…
Senior Director, Consumer Media Group at Confluent Health – Growth marketing focus on brand awareness, interest and new patient acquisition to our 44+ partner brands and 530+ locations across the US. Accountable for driving yearly business results supported by our consumer strategy and direct-to-consumer roadmaps. The Media team is responsible for owned and paid media as it relates to performance marketing, campaign management, partnerships, website development & support, search engine optimization, relationship marketing, Yext (Google My Business) support, recruiting, email marketing and supporting our partners at the local level.
Chief Cheese – Strategy & Engagement at B2The7 – Helping brands Reach, Retain & Regain customers with Omni-Channel data-driven strategies and tactics that focus on increasing sales, transactions, comps and customer engagement.
B2The7 Photography – Sharing experiences with photography: nature, landscapes, sunsets, flowers, animals and more.
Helping job seekers & recruiters daily…Founder of Careerbarn.com – Bringing jobseekers and employers together since 2000.