Recruiting Scrum

Do you have a lot of Meetings?   How often do you meet?  I think that sometimes we meet too often and lose productivity and sight of our goals.    At the same time, it is also important to meet and know what the Recruiting team is doing and working on.

Do you have a virtual or in-house Recruiting team?    Do you meet and review daily?    I recommend implementing a Daily Recruiting Scrum.   Scrum is not just an IT Term – it is an approach ( A Methodology) that can be used in other industries and jobs.

What is a Daily Recruiting Scrum?   It is a Meeting that starts, on time daily (the earlier the better) with all members of the Team.   Each person will discuss two things:   What they did yesterday and what their plans are for today.   It is a brief 1-2 minute sentence from each member.   That’s it.   Basic and effective.

This way everyone knows what each other is doing and what they did yesterday.   It holds everyone accountable for what they said they are going to be working on.   It is the place to ask for help if you need any.   Try it and see what happens.

Recruiters: Don’t Get Mad. Get Better…

Have you ever had a candidate that you thought was a slam dunk.   There was no way this candidate was not going to get the job.   Then the phone rings and the client says they have chosen another candidate.  Huh?  What just happened?    How did this Happen?   This is not a time to get mad – use it to get better.

Look back into the 30 steps in the placement process.    Did you skip a step?    Most of the time, when a placement doesn’t happen you can trace it back to something that you, the Recruiter, missed or skipped. 

Look back and think.   How was your presentation?   Was it complete or did you just send a weak description because you were sure you had it in the bag?   Did you receive the up-front contract with the client company?    What about your interview briefing and debriefing?   Were you pre-closing?   What could you have done better as a recruiter?

In this business we hear a lot of No’s.    You can not get too upset when you hear a No – you have to strive to better your craft and reduce the percentages of No’s that you hear.

Question: What do you look for in a Recruiter?

Attention Job Seekers:

  1. What do you look for in a Recruiter?   
  2. What questions do you ask?  
  3. What are your expectations?

Leave a comment – tell our Recruiter community what you look for!

Job Seekers and Recruiters: Are you on about.me?

A friend showed me About.me this week.   What a great site and a way for everyone to have their own splash page.   This is a great new site that allows the person to display their background, specialities and contact information. (My page is here)

 

Job Seekers – Recruiting is evolving and we search the internet for candidates before we even put ads on the job boards.   Why not have your background, specialities and contact information all in one place, easier for us to contact you?   In a paragraph or 2 explain your background and tell your story.   Everyone has a story and you need to tell yours.   As a Job Seeker you should make it as easy as possible for recruiters and hiring managers to find you and contact you.  

 

Recruiters – We are a dime a dozen, there are recruiters everywhere.   I try to differentiate myself to my client companies and the people who I represent.   This helps me do just that.   This gives them a background of me and how to contact me.   I plan on using this as a personal brand tool.   Not all recruiters are the same and work the same.   I want everyone to know what to expect from me and what I expect from them, if I am their recruiter.

 

Question – What do you do to separate yourself from the pack?

 

 

Bruce Rowles

 

 

 

In Recruiting the little things DO matter…

I was taught and learned early on the little things do matter.   Everything in this business is a process and has a sequence.   Follow that process and sequence and you will have a greater success.   I have found that when I “short-cut” or rush through, my candidates have less of a chance of getting hired. 

Your sequence may be different than mine – do what works for you and your desk.     Write out your sequence and post it on your desk.   Keep it in-front of you to see daily.   As you are talking to a candidate, setting up interviews and speaking with clients – did you do everything listed?    Was everything covered and discussed?    Most times when a person is not hired it is because something was missed.

 

 

Bruce Rowles

I wouldn’t hire you as my recruiter…and neither would you!

Have you ever gotten the call from a friend because you are a recruiter and they need a job? As the conversation unfolds and you hear the woes of the market, the reason the current job has wronged them, and all the other reasons the work world is not kind to them. Admit it, in the back of your mind you are thinking… NO WAY is this person getting a new job anytime soon. They have to change their mindset.   

Why then do we exude the same behaviors and expect to be that GO TO person for our clients and great candidates?

Attitude:  When looking for a job, really anything good for that matter. attitude is everything. Positive attracts positive.

  1. As a recruiter are you positive with your clients and candidates?
  2. Do you think the next call could be a hire?
  3. Do you attract and teach that a great attitude is key in getting your next position?

No Excuses: When finding a reason for leaving or not being successful in a current position we as recruiters don’t want excuses we want to know how you will win in your next role and why we should bet on you.

  1. Would you bet on you? Or do you make excuses about pay rate, location; skills needed and in what combination as reasons you may not win in this search?
  2. Do you find reasons to turn no into yes, or do you find a reason to move to the next more winnable challenge
  3. Solutions not problems are what we all want to hear from someone. Do you get creative and find a way to win? OR do you just concentrate on the issues at hand.

 

Somebody will fill that position! Why won’t it be you? We coach candidates to ask for the job at the end of the interview, to show interest, to leave no question unanswered. Are we willing to do the same thing?

  1. Don’t give up
  2. Ask one more question
  3. Don’t assume you have done all you can…. Ask for feedback?
  4. Just make it happen. Set a goal, and go after it. Someone will fill that spot.

Trust a recruiter – we can help make your interview count…

Part of my Job is to prepare you for the interview.   This includes Interview Prep and Debrief afterwards.   I understand that candidates do not interview every day – I do.    If you were just laid off from your job, after 15 years, that could mean, you have not interviewed in 15 years.   A lot has changed since then and you need to be prepared for your interview.  I can give you some helpful tips and suggestions that hopefully will help you get a second interview or better yet – the job.   

 

Interview Prep.:

Before the interview you will have all the info. you will need to be successful.  You will have the complete job description, details on the job/company and my experiences working with them, as a recruiter.   I will ask you to do your own research on them and on the Hiring Managers.  We will then discuss what you found.    

We will discuss the questions you still have and how to ask them, along with asking some great follow-up questions at the end of the interview.   We will discuss how to answer salary questions, goal related questions and how to end the interview.

My goal is to make the interview as painless as possible and hopefully you were prepared and there were no surprises.   I will let you know what to expect from me, as your recruiter and what I expect from you, as my candidate.  

 

Interview Debrief:

After the interview, you should call me as soon as possible, while it is still fresh in your mind.    I am going to ask you 100 questions about the interview.   Questions like:  What time did you arrive?   How long were you in the interview?   With whom did you meet?   What questions did they ask?  How did you answer?   and so on…   I need to understand how the interview went and what was the vibe.   

The most important question I will ask following your interview is:  “Is this still a position you are interested in and if it meets your salary requirements, would you accept?”   I am looking for a YES or NO answer.   Anything else usually means it is not the right fit for you – for what ever reason.

We are a partner in this process and need to work as partners.   I have worked hard in sourcing, finding and recruiting you for the opportunity.   I will not let a bad interview stop me in getting you the job you want, need and dreamed of.

 

Top 5 Reasons Job Seekers should use a Recruiter…

I was asked this weekend,  why should they use a recruiter?   This was very easy for me to answer and decided to post the top 5 reasons Job Seekers should use a Professional Recruiter when searching for a new Job.

 

  1. We Interview people Everyday.   We can help you.
  2. We have jobs/opportunities that are not posted anywhere else. (Contract, Contract-to-Hire and Direct Hire)
  3. Contract work can lead to a PERM job/Career.
  4. You should always know at least 3 recruiters in your industry.  You never know when you’ll need one.
  5. We know the story behind the job and may be able to give you the inside scoop.

 

Extra Reason:

  •  I don’t push resumes – I share stories to verify it is the right fit.