Am I good Recruiter? Well I’d like to think so. I’m still new but feel free to take shots in the comments section if you disagree!
As with all professions, recruiting has many obstacles and challenges to overcome on the way to mastering the craft. For me, starting my first Recruiting job in 2016 after a few years working retail, there are countless mistakes I remember making along the way. However, nearly 4 years of mistakes propelled me to incredible success and I’m a Top Producer for my firm today. For some good comedy, and to inspire other Recruiters with similar struggles, I took time to recreate the three biggest blunders I made as a young Recruiter:
I’m showing my age, but years ago Recruiters showed love to customers with free lunches, happy hours, and gifts. Today, the free lunches and cocktails have scaled way back, and there are very few gifts I could buy customers that they actually need. Some companies, including the Federal Government, virtually banned vendor gift-giving. Most of my customers are embarrassed if I buy them gifts.
I love Glassdoor. I’m not sure if Glassdoor is a Job Board, a Career Advice column, or a salary survey. Perhaps it’s all three. If you don’t know about Glassdoor, it’s a company with ten years of history through its website designed for several career-advancing purposes. Visiting Glassdoor (www.glassdoor.com ) you can find economic data on different cities. You can use a salary calculator and determine your value in your field of employment. Or, you can simply search for a new job. These services are also available on many other employment websites, but what makes Glassdoor unique is that it’s become the home court for people to complain bitterly about the company they work(ed) for…anonymously.
My son is graduating college and wants to fulfill his lifelong dream of playing professional soccer. In order to get started with finding trials, project his draft position, determine his value, and negotiate contracts, he needed some help. We thought we could do this all on our own, but boy were we wrong. Turns out, we needed a good Agent to get the entire process moving in the right direction. So, we made some calls, asked some friends in the soccer community for recommendations and interviewed a lot of Agents. It took a few weeks, but my 23-year old son called me one afternoon, excited, and told me: “Dad, I’m signing with Paul Graf at Optum One. You know why, Dad? He calls me with good leads, and he’s my buddy.” (Read: 5 Reasons I will Put Your Resume On My Client’s Desk for why this matters)
I had a VP at a multi-billion-dollar defense contractor email me recently with an urgent request. I had never done any business with him, but he was personally referred to me by a guy we’ve supported on multiple 100+ person programs over the years. So, of course, I responded to him. The quick email conversation with this VP (let’s call him Joe) served as one more reminder to me of the power of building relationships in the service industry. More importantly, Joe isn’t getting his jobs filled. And, it’s primarily his fault.
Often times I’m asked by friends in my network who are looking for a new job, “Hey Steve, I’ve sent out 50 resumes today, but I haven’t heard anything back from the companies. What am I doing wrong? Should I call the Recruiters? Call the company HR Manager? What should I do?” I feel the frustration, the despair of not knowing what to do. Unemployment is at a record low, so struggling to secure a response from a job application can be a punch to the gut today more than ever. My response is usually the same. First, I choke on my Grande Starbucks as I painfully ponder the time and effort it must take to send out 50 resumes. Then I reassure my friend that they will hear back from someone. But it takes time. The employment process will take time (usually 3-6 months for the right job, according to Vicki Salemi, Monster career expert!), and it is helpful to engage a good, experienced Recruiter to work on your behalf.
Business is good. Customer base is growing. Sales team is working hard bringing in new business. The questions keeping you up at night are now, “Can we find the people to deliver our product on time.” Maybe your sales and operations team doesn’t know it, but you know it. If everything in the sales pipeline hits, you have an entirely new problem. You can’t fill the order because you might not have the people to deliver it. The Recruiting team you’ve assembled is paid to step up when your sales team has successfully identified and closed new business. Perhaps you are involved with weekly meetings tracking open job requisitions, candidate pipeline, interviewing activity, and offer letter status. The spreadsheets may even look great, fancy colors and full of data. But the big question making you uncomfortable still goes unanswered. Can you really count on your Recruiter? Before your Sales team celebrates its next big win, take a few minutes and ask yourself if you see any of these signs that your Recruiter just can’t get the job done:
Is it time to engage a Recruiting firm?
So your business is steadily growing. You’ve built a healthy base of customers and your service is in demand. Payroll is no longer your #1 concern – finding qualified people to join your company is the most significant challenge now. Congratulations! You’re competing in the game of business in 2019. It matters not what industry you’re in, today’s vibrant economy has turned into a seller’s market for software engineers, nurses, truck drivers and more. To win in today’s business climate, you must build a pipeline of talented human beings who fit your culture and buy into your vision. You have options. Hiring an internal Recruiter, spending some money on job boards, increasing your Employee Referral program may work. Or what you really might need is a secret weapon, a high powered recruiting firm you trust to serve as an extension of your company. (More on how to find this firm another time.)