February, the month of love, is coming to a close. In the spirit of sharing some of that love, I invite you to think about how you can up-level sourcing and recruiting at your organization TODAY.
By implementing some recruiting LOVE, your team can gain more traction with candidates, better support hiring managers, and bring best-fit talent into your organization faster.
So what does “recruiting LOVE” entail exactly? Let’s break down these LOVE letters.
L — LOOK for talent where no one else is looking
Think about where your ideal candidates “hang out.” If you are fishing in the same ocean as all of the other recruiters and sourcers, your competition is incredibly fierce. You might only have access to 10% of the pool because they are being inundated. Try going over to other “oceans” where the waters are more open.
If you’re mass-posting job openings for the sake of checking off a to-do list item, you’ll see little to no return, especially if your goal is to truly “hook” engaged, qualified candidates. Explore niche job boards and start thinking outside the box to find the right talent.
O — OBSESS over service and excellence
Yes, obsess. That means thinking about service and excellence more than every once in a while. Go above and beyond for your clients and candidates. When your hiring managers are doing the work of a recruiter, step in and find out why. Go the extra mile by taking tasks off their plates, especially those that really belong with the recruiting team. Don’t just talk to candidates; listen to them and make a genuine connection.
Allot time daily or weekly (even just five minutes!) to brainstorm internally about strategies for exceeding expectations and ranking your team at the top. Jot down any thought as it comes, alleviating the pressure to overanalyze and refine. Not every thought has to be a winning solution, but by remaining open, you’re more likely to land on those stellar strategies. You’ll be amazed by how many ideas you come up with that set you apart!
V — VOICE expert thoughts, ideas, and opinions
Remember that you are the recruiting expert. In the absence of you showing up as such, your clients will think that they need to take the lead on all aspects of hiring. People want to be led, so lead with what you know about the market, hiring trends, candidates, etc. Stay up on trends and overlay those findings with your own industry expertise and experiences.
If you run into a topic you’re unfamiliar with, be willing to search for the answer. Voice your point of view, even if it’s not the popular one. This not only supports your role as a recruiting expert but also builds trust with your clients and positions you as their go-to resource.
E — EDUCATE hiring managers; ELICIT trust
Your recruiting process, even if it’s sub-optimal, needs to be explained. Talk to your clients about how you will work with them, what they can expect, and what they need to do to yield the best results. Communicate and offer clarity so that everyone is on the same page.
Bring your expertise along with a willingness to listen and collaborate. Don’t get defensive in the face of some push back. Educate your hiring managers, then follow through. It will be appreciated!
Spreading the love
The month of love may be ending, but our recruiting love shouldn’t be! As you think through the LOVE letters above, which one, well, needs a little more recruiting love? Make a point to give that area special attention in the coming months.
If you need more direction, talk to us about leveling up your recruiting with Beacon Lane’s End-to-End Recruitment Optimization. We’re here to share the recruiting love!
