The 3 Best Recruiting Tips for In-house Recruiters.
Having trained thousands of recruiters over a 20-year period across the globe, all of which had access to every level of employee, I can safely say that my colleague Alan Clarke has got to know the industry pretty well. He regularly speaks with both in-house recruiters and recruitment agents alike, and often the key challenges or problems they face are pretty similar: time management, keeping their CRM and/or candidate database up to date, getting feedback from hiring managers, and candidate and process control, to name a few.
I wanted to share Alan's blog that will help in-house recruiters (you) with three of the challenges listed above, providing a series of approaches that will make your life much easier. However, the tips outlined in this blog are not designed to be easy wins or “tactics”, but are instead suggestions and techniques that you will need to implement and continually work on to become more effective at your role.
Without further ado, over to Alan!
Here are my three best recruiting tips for in-house recruiters.
1. Qualify your work
At any one time, you will have multiple vacancies on your job sheet, therefore it is important that you prioritise them in terms of urgency and importance. All hiring managers will tell you their role is a priority, but we know that, more often than not, this is not the case. Spend your time on the roles where the hiring managers are serious about hiring - perhaps there are serious implications to the business if the necessary hire or hires are not made.
Prioritising your workload and roles will reduce your time to hire, and increase the number of direct placements made.
Here are some qualifying questions that will help you to prioritise roles:
- What is the date they need this person in position by? (Get a critical start date - and by the way, ASAP is not a date).
- Have they written/provided a full job description and person specification?
- Are they willing to meet you face to face to discuss their role and brief you in depth?
- Are they prepared to book in provisional interview slots into their diary or interview at short notice?
- Has this position been signed off by their business partner(s)?
- Will there be business consequences if the hire is not made by the agreed date?
The answers to these questions will provide you with a pretty good idea of whether or not they are serious about hiring, and if they are ready to hire now! You should only spend your time working positions that are fully qualified, just as someone working in a recruitment agency would.