Open roles, quarterly goals, and hiring manager woes. Much of a your job as a recruiter demands you move quickly to close talent and move on to other reqs. Time to fill is a metric you come up against, and having it hang over your head is enough to pressure you into trying to close every candidate. But sometimes, you’ve got to play the long game.
This one goes out to all our dear recruiters.
We’ve got over 100 episodes of your favorite recruiting podcast, Hiring On All Cylinders, in the can. What better way to celebrate such an auspicious landmark than with an obligatory “Best Of” post? In the past two years, we’ve hosted a veritable dramatis personae of recruiting personnel: CHROs, VPs of Talent, and Talent Partners, just to name a few. If you’re not sure where to dive in amongst the deluge of recruitment content, we’ve compiled a list of the most fun, interesting, or otherwise unmissable episodes.
Candidate experience is more than just a quick email response time and parking validation. It also means conducting a well-rounded assessment during a candidate’s onsite interview.
Not only does this let you accurately evaluate talent at a high level, but it shows the candidate you were thoughtful about the interview process. It also saves them from the fatigue of answering the same questions over and over, and your hiring team from looking ill-prepared.
If you, or anyone you know, would be interested in this role, please let me know.
Hopefully, you’ve never committed this cardinal sin of candidate outreach. At best, it’s a sign-off that will go ignored. At worst it’s a short sighted, ham-fisted request for a person you’ve never spoken to do work on your behalf. Either way, you’re not doing yourself any favors.
But at the same time, referrals often make up for around 50% of candidate pipelines. While typically these referred candidates come from current employees, no recruiter is going to say no to a warm intro. Here’s the truth: great professionals know other great professionals, and a recommendation from them goes a lot further than a cold email, no matter how cheeky your subject line is. Thus, I implore you to think outside the box when it comes to where you’re sourcing referred candidates – specifically, your pool of rejected candidates.
What better way to learn new sourcing strategies than from the leading people in the talent acquisition space?
As the legendary French electronic duo Daft Punk famously quip: Our work is never over. Even once you’ve organized your hiring manager and their team to take on secondary roles as interviewers, you can’t just wind them up and watch them go. Interviewing teams need regular calibration to ensure a reliable, repeatable, and accurate assessment of your candidates. Here’s how you can go about tuning up your interview processes to ensure the best candidate experience and most accurate evaluation possible.