Hire MacGyver, Not MacGruber?

December 12, 2013 at 2:28 AM by Jordan Taylor

macgyver-macgruber-320There are a lot of opinions out there on how to hire great recruiters. Instead of getting lost in the hodgepodge of concepts, we’ll start by looking at a couple colorful approaches—and then cut right to chase.

Here are some of my favorite quips: “Look for MacGyverisms”; Enlist the help of an Industrial Psychologist; Motivation is king; Value candidates with empathy and emotional intelligence, so bring out the Voight-Kampff test from the sci-fi novel Do Androids Dream of Electric Sheep? (Maybe this last one is a stretch: we shouldn't expect android recruiters for at least a few more years).

In all seriousness, finding the right recruiters is very important—the consequences are grave if you fail (cue the dramatic music).

My guess is that many companies truly do make the mistake of not cross-checking their recruiters and this leads to troubles like wasting time, money, resources, and let’s face it—building lousy teams. Recruiting is a more complex practice today than ever. But don’t fret because if you create simple, insightful, tactics for hiring recruiters then society won’t need androids with emotional intuitions. Here’s a few things to consider:

  • Tech savvy
  • Pays attention to metrics
  • Resourcefulness in the face of overwhelming data
  • Sourcing and domain experience
  • Persistence, motivation, and enthusiasm

Tech savvy

A stellar recruiter will stay informed by keeping up with the latest news, trends, and tools. Ask them up-front how they use technology to streamline and automate their processes. Keep in mind that it’s more than finding someone who embraces technology; they need to be able to effectively navigate and leverage the tools to maximize their utility.

Pays attention to metrics

You want someone who gets how to analyze quantitative measurements of performance (particularly the metrics goals of your company). The best way to test their aptitude and experience is to ask very specific questions about the metrics they used in previous positions. Ask them to be candid concerning whether or not they achieved those metric goals. Lastly, see if you can gain some insights into how they created, and dealt with, unrealistic goals.

Resourcefulness in the face of overwhelming data

Face it, the amount of information available on candidates is growing and I am not sure an Industrial Psychologist can measurably test how well a recruiter copes with being “lost in the sources” (outside of emotion). This is the perfect opportunity to have an open discussion during the interview about the recruiter’s research skills. Ask them to walk you through their process.

Sourcing and domain experience

Dig deep to get a better understanding of the recruiter’s methods for finding candidates. Someone who can navigate a multitude of sourcing channels is best. The strength of their network with other recruiters and professionals will go a long way as well. It’s crucial to get a well-rounded view of the type of candidates the recruiter is accustomed to hiring. It should go without saying that you want someone who has experience hiring the type of candidates your company is after. If they don’t, you’ll need to deduce their adaptability: you want someone with MacGyverisms (intellectual curiosity that leads to making something valuable outta nothin'.)

Persistence, motivation, and enthusiasm

Ask your candidate about the challenges of recruiting and how they've managed particularly strenuous situations. To gain insight into their problem-solving and critical thinking skills, have them explain their intimate approaches to analyzing and evaluating candidates. Keep in mind that recruiters will always have a vested interest in monetary concerns, yet the best ones display a passion for learning about candidates and seeing the right connections that fulfill the job description.

Joel Passen, Head of Marketing at Newton Software, has a wonderful resource guide: “How to hire a successful corporate recruiter.”

So I guess the takeaway here is hire MacGyver and not MacGruber (for anyone who doesn't know MacGruber, he takes something and makes nothing out of it).

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