The lights have gone down on the spring edition of ERE's recruitment conference, and as usual, attendees and vendors alike were taking to the twittersphere to share the most surprising, inspiring, and exciting parts of the show. Rather than condemn you all to scrolling through hundreds of tweets, we've done all the leg (thumb?) work for you and embedded our favorites from the show. Read on to see what everyone's tweeting about!
Finally, something I’m qualified to write about. Before you bring in demand generation candidates to meet the team and your hiring manager, you’re going to want to establish a baseline for the type of work this individual has done, as marketers come in all shapes and sizes. Your marketing higher-ups will have some kind of vision for the type of programs and campaigns this person will be charged with, so make sure to lock those down at the intake meeting and use them to drive your line of questioning.
This is the second installment of a multi post series about conducting role specific, repeatable, standardized phone screens. Part one on general phone screen questions can be found here.
This one goes out to all you Sales Recruiters out there. While there’s a host of standard questions you can lob candidates during phone screens, when it comes to sales recruiting, this stage is a valuable opportunity to carve out some serious context. While a similar title and experience at a peer company can be attractive, not all sales processes are created equal.
The initial phone screen isn’t just a formality to confirm your candidate isn’t a total weirdo. Executed properly, this conversation is an opportunity to identify non-starters, and most importantly to understand if this person truly is who their profile says they are. Your team of recruiters is going to be conducting these constantly, and in the interest of candidate experience and consistent assessment, it’s important to standardize these calls. Luckily, I happen to sit back to back with Entelo's Senior Business Recruiter, Amina “Value-Add” Moinuddin, and there are a host of questions you can ask candidates no matter what role you’re filling.
Tell me about a time when you had to work across multiple teams to finish a project.
What’s your greatest weakness?
How would your best friend describe you?
Huh? Sorry. I nodded off for a second there. What were we talking about?
Oh yeah, canned interview questions. If you’ve spent any amount of time in the e-recruitosphere, you’ve come across a LinkedIn thread asking for a recruiter’s best interview question or a listicle blog post presenting 8 Great Interview Questions to Get to Know the Real Candidate. (side note: let’s agree to not Google that in case it’s actually a real post) (side note: I broke the deal, it’s a real post.)
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.