How to be an AWESOME Recruiter in 2019

This is for anyone wanting to have an amazing 2019. Take your recruiting career to the next level with this simple to follow the guide on how to be an awesome recruiter in 2019. Last year I wrote a list of things that I thought would help recruiters be amazing in 2018, this year I am back with an updated version. Some of the things are the same as last year, same, same but different. A simple to follow a collection of ideas, methods and hacks to help you in 2019.

2019, Recruitment isn’t broken, we all just need to get better at Recruiting!

I have spent a lot of nearly ten years of my career under the black cloud of HR PR claiming Recruitment is broken. I have watched many entrepreneurs crash attempting to fix recruitment with Blockchain, AI or some other tech hodgepodge only to realise that the real problem in Recruiting is how hard it is to actually is to hire someone.

Recruiting isn’t broken. Recruiting is hard. Anyone building a team these days needs a unique set of skills just to hire efficiently.

Recruitment as a skill needs to be recognised and developed. Recruiters that hire should be proud with what they do. Recruiting will get better if we share more with each other. Tech can’t fix our problem, we can. I believe it’s down to every member of the global recruiting community that recruitment is getting better.

If we really want to fix recruiting, its up to all of us.

That’s why I wrote this post, to share what I know with the world. I hope this will help you be awesome at hiring in 2019.

Please share this link with everyone in recruitment you know. Everyone on your company slack, email lists and if you’re feeling rebellious print it out for the people that still don’t have the internet.

It is up to all of us involved in hiring to fix Recruitment. Here is how you can start being a better recruiter.

Get to know who you recruit

The biggest complaint I hear about recruiters is they don’t understand the jobs they recruit for. Every mistake I have made during my recruiting career could have been avoided if I had just spent more time getting to know who I was recruiting. Get to know who you recruit, spend time with them they will help you fill all those jobs you are trying to hire for!

TIP – Find some people who you want to hire and ask them, how would you like to get your new job?

Partner with your hiring manager

Your hiring manager is your end client, it is their team you are hiring for. Get super cosy with them. The best recruiters I know, are never annoyed at their hiring managers but see them as complicit partners that they are trying to help grow. Recruiters success in 2019 will be down to how well they know the team they are hiring for. Get close to them today.

TIP – Set up weekly check ins, show them who you have approached, ask them if they can do your follow ups for the people who didn’t reply!

Tell people you are hiring

Yes, so new for 2019. Tell people you are hiring! Advertise the Jobs you are hiring for. Not crappy job ads with 40 bullet points and a wall of requirements. Get out there and tell people who you are hiring and what they will do. Don’t forget to tell them what they will get out of it. Crazy to think it’s 2019 and the best way to hire people is still to advertise!

TIP – Here is my walkthrough of how to hire people for free on Indeed.

Don’t be scared to Fail

Stop hunting for perfection and worrying about getting everything right. Start messing things up. The best manager I ever had taught me that he was happy when I was failing 20% of the time. If you have never failed, you have never done anything. Start Doing, Start Failing.

TIP – Watch this Ted Video Playlist to learn how to Fail

Ask questions when you are stuck

There is so much power in asking questions. Not questions you could have just googled, but the complicated ones or the ones that need input from elsewhere or from someone with experience. There is a forgotten magic power in asking people questions, it helps you make new friends and helps you leverage the expertise in your own org and your network. Don’t think you know everything, ask more questions!

TIP – Give this HBR Article a Read

Don’t be a creepy phantom, Engage

Odd that I should tell people people this; but please be sociable on social media. Stop hiding behind highly filtered Instagram posts and corporate headshots, start commenting, having discussions and being your weird ass true self. Your lurking is putting your people off. As recruiters we need to be more social, we are after all in the people business. Stop Lurking. Comment on your audiences content. Built your online tribe. Be social.

TIP – Tweet me or comment, its easy!

Know your market

If you are going to be an expert recruiter in Python or the next inhouse recruiter at Yodel. Your market knowledge will help you build better relationships with the people you recruit. Recruiters are uniquely positioned to speak to hundreds of people a week, that gives them market knowledge. Get to know your company, get to know your competitors, get to know your candidates. Recruiters should be able to offer everyone a slice of the information they get to see in the market.

TIP – Use reviews on sites like Indeed and Glassdoor for market knowledge, or try Owler or Blind to find out about companies.

Get REALLY GOOD AT Finding stuff out!

Seriously the number of people that can’t find stuff out on the internet still blows my mind. You are a recruiter, your job is to find people. That means you have to get good at looking for people. Learn how to search for anything quickly. It will make your life so easy..

TIP – Learn about George Boole, use this tool to look for people on Facebook, learn all the search tricks here and when you get super advanced learn google dorking.

Use Data

Measure everything. Use Data Religiously in every part of your life. Its 2019, big data is everywhere. I still find recruiters who’s FitBit’s and supermarket know more about you than you do about your recruiting process. Learning how to measure things from eyeballs to time

Design for Privacy

As a Recruiter you have a lot of private data. CV’s are seriously sensitive information, so is interview feedback and salary info. Get your head around the fact that you are dealing with a lot of private data and start treating it like such. Don’t leave people’s CV’s lying around.

Tip – Read my Alan’s blog on what Sourcer’s & Recruiters need to know about GDPR

Authentic content Wins

Seriously, no one cares about your brand values. Authentic content is shared by the people that actually work in the place. Everyone knows that your “employer brand” is a lie. Let your people tell their story.

Tip – Start watching Gary Vee videos!

Stop Writing Bland Emails

Dear Mr ten-page email writer. If you fall asleep writing the email, I wont reply. Short one/two paragraph emails that are to the point are going to make life so much easier and will get you so many more responses. Also, can you stop DM’ing me with just hey. Tell me what you want in that first message so I can figure out if I can help!

TIP – Read Sofia’s story about her journey with hyper personalisation and read this if you still can’t do it.

USE FEEDBACK

Its a scary, powerful weapon. Use it to improve yourself. Don’t get mad when unqualified people give it to you.

See every piece of feedback as a gift.

Whoever gives it, everyones perspective needs to be listened to when it comes to hiring.

Everyone is your client. Using their feedback to improve will help you get better!

Say No – Often!

Sadly, as recruiters, we are gatekeepers as well as dream givers.

You will find yourself saying No a lot more than saying yes.

Getting good at this and confident with this is key to your success as a recruiter.

Tip – It’s expensive not to give candidates feedback

Document

Getting really good at documentation is an important skill for every recruiter! This not only helps us share knowledge and collaborate better, but at the end of the day its core to our function.

From taking interview notes to sharing new techniques. This starts by learning things like how to touch type and finshes with how to write better tutorials.

Documentation is a key skill everyone in recruiting needs.

Read more

Well you got this far so you must be doing something right! What I really mean by read more, is consume more content! Consuming long form content is the differentiator in todays world. Sure, you can learn a lot watching 2 minute videos. To be an expert you need to consume more long form content.

TIP – I consume content religiously about Recruiting from recruitingbrainfood.com or sourcecon.com and twitter.

Help people out

Every recruiter I spoke to in 2018, when I asked them why they are a recruiter told me it was to help people. Nuff said.

Help people.

You will reap the rewards in the long run.

Find a community

A network is Key to everyone’s career success. Communities are key to getting the latest hiring knowledge and learning about the easiest ways to hire people. It’s 2019 people you can explode your network and your career. Spend time asking questions reading, learning and soaking it all in. If you are an InHouse recruiter join DBR, if you like Growth minded recruitment, join the growth hacking recruiters.

TIP – Check out Hung Lee’s amazing list of Communities to join in 2019

Share your best ideas

Please. It will help the rest of us get better.

If your stuck, share other peoples ideas!

Please share this.

UPDATE NUMBER 1

I thought it was a bit arrogant of me to just post my own thoughts, so I asked the worlds largest community of recruiters. The Facebook Group “Recruiters Online” to also share their thoughts on what will make recruiters better in 2019 and I was overwhelmed by the responses. Go check out the post here, I have screen grabbed some of the top responses below.

Screen grab from Recruiters Online facebook group of me asking how to be a better recruiter in 2019
Top tips for being a better recuiter in 2019 – this is how you become an awesome recruiter

What is a Growth Hacking Recruiter?

Hires = Growth. A Growth Hacking Recruiter has a growth mindset and curiously and confidently leverages media, technology, data to hit hiring targets with minimal financial investment. Simply put, they help companies hire more effectively with fewer resources than their competition.

A fine-tuned hiring machine, growth hacking recruiters have mastered the art of targeting and engaging with job seekers at scale. Leveraging advances in technology, communication and information availability. Growth Hacking, when applied to recruitment, allows recruiters to become more agile, rapidly evolving and fixing hiring processes to increase satisfaction for everyone involved.

A Growth Hacking Recruiter has the data skills to analyse what is happening with a role (funnel hacking), the marketing skills to optimise and attract the right candidates (SEO, PPC, UX, Content marketing etc), the technical chops to automate the process (scraping, data enrichment, bots, AI etc) and the mindset that constantly drives growth!

Having a Growth Hacking Recruiter on your team will make you more hires, grow your brand and optimise every element of your hiring process.

Growth hacking is a mindset, so are the Growth Hacking Recruiters; A new breed of recruiters who can find the information they need to help companies scale teams successfully. Constantly adapting and adopting, the growth hacking recruiter is taking advantage of the newest technologies, data sources, marketing tactics and shared consciousness to rapidly test things, finding what works and exploiting them to make more hires.

I adopted the growth hacking mindset and applied it to hiring and it worked. By adopting the guidelines below, you can do it too!

Hires = Growth

 

Hires = Growth. A Growth Hacking Recruiter persistently Chases Growth, Design for people, tests ideas, builds on Failures, Use Data, Measure things, Automate, Listen to feedback

 

This stuff is not new, it’s old.

It’s 2018 people, if you can’t use the internet to make hires, you need to learn NOW. Growth Hacking applied to recruitment was first written about by Nick Marsh in 2014 in an attempt to coin the term Talent Hacker. At the beginning of 2018 Jan Tegze, predicted growth hacking would be more important in recruiting than AI in 2018.

This is because it’s EASY and FREE to implement.

Having now been working on this in companies since 2014. Soaking in knowledge and building a network of recruiting experts around the world in my search for Talent Hacks. Jan and my vision was that to accelerate the adoption by building a group focused on this we would have a way to share growth hacking tips and tricks that actually work for recruiters.

The community has grown to more than 1500+ members, all recruiters actively engaging in growth hacking the hiring process and there way

They share articles focused around;

  • Information retrieval & Scraping
  • Automation and Bots
  • Digital & Content Marketing (SEO, PPC, Virals, Blogging etc)
  • The dark arts of Engagement & Hacking

As well as questions, real-world hacks, personal growth stories, life hacks, productivity tricks, collaborative projects and challenges.

As a growth hacking Recruiter, I have chased growth in all elements of my life. If you would like to receive all of the information I have learned. Everything I think you need to succeed as a recruiter, growth hacking your way to success, sign up on our landing page.

Join our free community of thousands of growth hacking recruiters around the world sharing tips and tricks that work to help you hire and grow.

Join the biggest and best community of growth hacking recruiters on GrowthHackingRecruiters.com

Still not convinced? Here is one of the first ever video’s we made to explain how Growth Hacking Recruitment works and how to start adopting the mindset.

Sourcers VS Recruiters: A Quick Survey on Sourcing from DBR

Sourcers VS Recruiters is an old argument, we all know the difference at the end of the day. Below, you can see a data-driven approach to understanding the differences between recruiters and sourcers and the challenges they all face!
In the next few weeks, everyone is going to be talking about sourcing in Europe ahead of SourceCon’s first visit. So to kick this little project off, I decided to do some research.

I need your help!

It’s anonymous and the results of the research are just below!

Thanks!
At the end of the Day, Sourcer vs Recruiter, I don’t really care! I am more interested in what are the challenges people face when sourcing! I’m imagining there will be plenty of both Recruiters and Sourcers attending SourceCon this time around. At the end of the day, we all do sourcing from time to time right?
To make sure we were “On Trend” for DBR live we decided to choose, Sourcing vs Recruiters as a Topic.
I want to find what is the difference between Sourcing and Recruiting.
Anyone who follows my blog and reads my stuff knows that Sourcers are not Baby Recruiters. In DBR and the surrounding community we differentiate a lot less, or maybe I blocked everyone that thinks that way?
I am keen to Understand what challenges people are facing when sourcing. I also asked is there really a difference in the roles, as far as I’m concerned we all hire people, so we all Source.
The data is all below and the more you share it, the more we can learn about Sourcing!

More details?

Sam and I caught up on DBR Live to discuss the results after hitting 70 odd respondants!

BELOW ARE LIVE CHARTS LINKED FROM A GOOGLE SPREAD SHEET

Have you filled out the survey? 

Have you sent it to all your recruiting friends?

The results are all below, first, let’s see who actually responded.

With more respondents, we will be able to share a more defined segment of the audience. Please share and respond and I will update soon!

I looked at what all the respondents largest challenges are in their day to day roles.

The real question here is “What is the difference between Sourcers and Recruiters?”

If you want to hear Glen Cathy’s answer, check it out here!

The real difference is where they spend their time, right?

I wanted to find out the difference in how Recruiters and Sourcer spend their time. So I asked all the respondents how much time they spend sourcing every week roughly.

The graph below shows pecentage of time people spend roughly per week, broken down by role segment, Recruiter vs Sourcer (as more people respond, we will be able to add more segments, considering the survey is capturing info as to what style of Recruiter is responding).

Maybe we will finally have proof of the above?

In terms of responses, there are some excellent ones to the final question.

What do you think is the real difference between Sourcers and Recruiters?

“patience”

“Sourcers have a passion for finding people, recruiters have a passion for finding fees.”

“A sourcer is a native hunter… a recruiter could be only a fisher… and sometimes an hunter….”
and of course
“Loaded question! A great recruiter has elements of a great sourcer, and vice versa.”
As far as I’m concerned, teams of experts working together in an agile manner is going to lead to solving some of the worlds hardest hiring problems faster!

What do you think?

GET THE JOB #1 – Sell yourself with a tiny bit of research

85% of your earnings will be based on how you sell yourself not you’re technical ability — Dale Carnegie

Here is a simple trick that will help you sell yourself and ace your next interview.

I interview dozens of people a week, lots of who work in sales, I am always surprised by the number of people that haven’t done the simplest bit of research about me.

This is not a humble brag… If you have done some research about me and make a comment about it, it impresses me.

Not creepy stalking stuff…

But mentioning something you found out about me, a post you liked on my Instagram or my tweet from the plane at 6am this morning will make me like you.

Doing this shows me you are;

  • Thoughtful
  • Web-savvy
  • Good at building relationships with people
  • Interested in the people you could be working with
  • Good at selling yourself

All you need to do is a quick search of the recruiters name a few minutes before you talk to them. Recruiters are normally pretty easy to find on the web and if they are not, they are always on LinkedIn!

Take a look at where they have posted most recently or who they worked with that you know and mention it in the first few minutes of talking to someone!

Find something unique about the person you are about to speak to and mention it in the first few minutes.

You may think the 20-minute call with a recruiter is a formality but I can assure you that how you sell yourself to a recruiter counts. And who doesn’t like getting their ego stroked with a nice comment about what they post on the web?

Selling yourself can feel like a challenge but If you want to Ace the interview and get the job, make friends with everyone you meet during your interview process, the recruiter included.

A simple bit of research will help you do this.

Knowing a bit about who you are interviewing will help you make a great impression.

It’s the easiest way to get your interviewer to like you!

Hope you agree, what other tips do you know for selling yourself?

*This is the first part of a series of interview tips on how to Ace your next interview and get the job you want. Please feel free to check out more about me on my blog about my life in Recruitment or connect with me on LinkedIn or Twitter

RECRUITERS, THIS WILL MAKE YOU AWESOME IN 2018

I wrote this rant on DBR the other day about the people who are always trying to break the recruitment industry. Breaking the recruitment industry is my favorite subject of conversation, I have written about a couple of times before. I start every year blogging about it because I do believe there are still lots of things that need to change in the world of recruitment. Last year I said.

Let not try and break recruitment, let’s get together and build a worldwide community that makes all the recruiters better!

Now DBR has over 1000 members and continues to grow. We are definitely not the only recruitment community out there either. From the Recruiters Online Facebook group to the Recruiters Kitchen in Paris, all of these recruiters getting to know each other and helping each other is making recruitment better for everyone!

So to all of those of you that are still writing “Recruitment is Broken”, I stand by my previous post’s, it is not a wave of bright-eyed and eager tech entrepreneurs armed with Blockchains and Algorithms that will break recruitment.

It’s us recruiters who will fix our industry!

It’s down to every member of the global recruiting community that recruitment is getting better.

We have only just begun!

Here are my tips on how to be an awesome recruiter in 2018. It’s my rant from the other day in a more constructive of 2017 esque Broetry for those of you that are not DBR members,  the DBR members will remember a few of these lines! 

I hope this will help you be awesome at hiring in 2018. Please share it on your company slack, email lists or and print it out for the people that still don’t have the internet. It is up to all of us involved in hiring to fix Recruitment.

Recruiters aren’t evil, or whatever else Google cares to say about us.

Tech won’t break recruitment, it will make it better.

It’s up to us the recruiters to fix recruitment.

It’s up to us to tell everyone involved!

Not everyone will be happy with a hiring experience.

Not everyone can get the job but if we all work together we can make hiring awesome together!

Here are my tips in general on how to be awesome at hiring in 2018!

These are practical tips for anyone hiring.

Stop writing bland emails

Be Human

Think, People first

Hello, we are hiring people here…

Put yourself in the shoes of the job seeker

giphy

Get to know who you recruit for

They probably had it written on the door when you walked in. Convincing stories from people in the company are the easiest way to persuade someone to work there.

Get to know who you recruit

You literally just have to walk up to them and ask them things about their job and their industry. My favorite question to ask people is, how would you like to be recruited?

Understand your competitors

Either in locations or industry or role. Finding out about those companies is simple, try stuff like Owler or Blind or Google Maps.

Partner with your hiring manager

giphy1

Search with them

Literally, sit down, open up your laptop, go on your fave search engine and search for who they want to hire on a database.

Communicate with Clarity

That takes practice, I’m not sure that I am the best to help you on that one, but try it!

Think about what you can automate

Why do 3 emails when you can do 1? Everyone one enjoys things that are efficient!

Advertise

Write decent job ads.

Everyone has different ideas about job ads, so post a couple of different ones if you have to!

Make applying easy

Seriously. I get so bored after looking at a form for more than a few minutes!

Show off your team

You are probably going to need a hashtag and lots of pom poms.

Ask the people who are on the team to show it off too

They will get you referrals, reward them well, they will get you more referrals!

Ask for feedback

It does open up the door for rants and it can be tough to swallow, but ask for it anyway with a simple form. Did I do OK today?

Give Feedback

Constructively and honestly!

Be honest with hiring managers

Use Data, its hard to argue with numbers.

Say No – Often!

Try and do it over the phone, I know its hard but you are not going to hire everyone.

You are a gate keeper, you can’t let everyone past.

giphy4

Design for Privacy

Yep, we are recruiters, we deal with sensitive data.

Make sure you know how to approach that!

(Oh and GDPR Regulation – this is the newest problem on recruiters list in 2018)

Document

Keep notes, write stuff down. Tag Candidates. I can’t believe I’m still saying this.. seriously.

Analyse

Oh man… there is so much interesting data in recruitment, start here.

Share data

Open up that magic black box of recruitment to the world! (HT Buckland) Telling people it takes 50 interviews to make a hire makes for an interesting conversation.

Help people out that need it

Sometimes it just means looking at their CV with them and showing them how to search for jobs other times and introduction!

Read things

Hung Lee’s Recruiting BrainFood is probably the best place to start!

Don’t believe everything you read

Seriously, especially if it is about recruitment.

Find a community

Specifically, one where you have similar people who face similar problems.

Contribute to it

Don’t just lurk. Write, rant, talk, laugh, post stuff your reading.

Share your best ideas

People need to be inspired!

Ask questions when you are stuck

I do, it helps me get better.

Don’t be scared to Fail

Failing is the best way to learn. I fail all the time.

If you are nice, you will tell me when you do so I can get better too!

giphy2

___________

YOU CAN READ MY FIRST POST ABOUT BREAKING RECRUITMENT 

MY FOLLOW UP POST ABOUT FIXING RECRUITMENT

PLEASE SHARE AND FOLLOW MY BLOG. I LIKE THE COMMENTS TOO!

Why sourcing should walk hand in hand with recruiting!

In most recruiting workflows, sourcing comes last, I believe that’s wrong and here’s why.

Anyone who works on a sourcing team knows this situation; you are assigned to work on a new role. You pick up the job and realize it has been open for months, the recruiter working the role has had three interviews and got nowhere with it. You sit down with the hiring manager to understand the role and they have a 100% lost faith in you and the recruiting team. Your recruiter is screaming for CV’s and thinks that by finally asking for help you have a magic tap of candidates to turn on. We all know the nightmare, but I have been thinking about why does this happen and what Is it about the recruiting model that leads to these situations?

In most companies these days, sourcing is just part of being a recruiter. As far as I’m concerned, all good recruiters know how to source, all good recruitment managers understand pipeline metrics and can differentiate between a healthy pipeline and one that is not. So why is it that this situation keeps on happening in sourcing teams around the world?

Is it because recruiters and their managers don’t ask for help until it is too late?

Maybe the reason why sourcing is the last resort is the standard recruiting processes most recruiters. Most recruiters get a new job and spend the first week understanding it and writing a job ad, eventually by Friday afternoon get it posted live. The next week they get a huge amount of applications and spend a lot of time treating those and getting screens sorted. By the second week, they have a couple of qualified candidates at interview stage and a steady trickle of new candidates and think that everything is going well. After three or four weeks they have had 6 or 8 interviews and filled the role or they haven’t and that’s when the panic sets in!

I don’t believe there is anything wrong with this process, it works for 80% of hiring and I have used it hundreds of times to fill jobs.

The thing that is wrong is when you can’t fill your job from those 6 or 8 interviews and you turn around and think oh god now I need to source. The thing I then notice is that the recruiter that this happens to is often very busy, finding the time to source is nigh on impossible and they then spend the next 3 or 4 weeks in semi sourcing mode. Praying for a good applicant to come in… and then it’s been 10 weeks and they haven’t filled the job and someone somewhere panics. They didn’t ask for help in the right way or have the right resources assigned and all of a sudden they made everyone look bad.

 

So maybe the real problem here, is its hard to tell which role is tough to fill?

You might believe that the problem here lies in the identification of the difficulty of filling the role. Is it the recruitment manager or the recruiter to do that or does it lie with the sourcing team? Good recruitment leaders understand the potential hiring problems and work to ensure the problem isn’t delayed. Here at Indeed in EMEA that it is how we work, our awesome leadership team and I sit down and look at headcount plans months in advance and identify roles that are going to be difficult. The prediction models that Randstad showcased at SourceCon were all around identifying the hard to fill jobs and communicating that back to the business to ensure that roles were assigned the right type of resource.

With labour markets becoming more competitive and jobs more complex most of the people that you will hire will already be working and more than 60% percent (depending on which statistic you believe) will be not actively looking and applying for jobs. Sourcing needs to walk hand in hand with recruitment, as a recruiter that means honing your sourcing skills as a source that means positioning yourself at the top of your hiring funnel to ensure that your efforts are being spent in the right place. It shouldn’t be hard to know which role is going to need sourcing because in truth you should source for every role.

giphy (5)

I fundamentally believe that sourcing and recruiting walk the hiring road hand in hand. If you think they are different you are wrong. If you think you don’t need to source your are not a recruiter. If you think you don’t need to know how to recruit to be a sourcer you are wrong. If you want to get really good at recruiting then you need to get really good at sourcing and vis versa.

The knowledge gained from sourcing to start with vs sourcing at the end means that your efforts complement your organic pipeline; you are recruiting effectively when you are doing both. Through the knowledge you develop in your initial sourcing efforts your hiring managers will trust you as an expert and you become effective faster in your hiring efforts.

Whether you are one recruiter in your company or hundreds, for sourcing and recruitment to walk hand in hand successfully then;

  • Leadership should try and use data to predict where sourcing and hiring efforts should be directed and resources should be put.
  • Recruiters should try and source first – even if it is just a few search string to look at some profiles you will learn stuff before you sit with a hiring manager that will make you look like an expert.
  • If you have a stand alone sourcing team then you should be assigning them to roles and recruiters as early in the hiring process as possible.
  • Everyone involved in hiring needs to be honest, hiring managers not getting the right people? Tell someone. Recruiters not getting the right people? Tell someone. Sources finding it tough? Tell some one. Asking for help does not mean you are bad at your job!
  • Finally in a big team or a small one, working together is the only secret to hiring well.

Here at Indeed in EMEA all this boils into regular syncs between every stakeholder in the process, regular updates and regular communication. To hire more as a team it means weekly sourcing jams with recruiters and sources so we can work as a team on tough roles and peer to peer sourcing session with new hires and existing teams to find out who they know.

Sourcing walks hand in hand with recruitment and if you think I’m wrong, I’m keen to hear why.

In my next why sourcing post I am will share my top tips on how to source for a job before you have got it, on how to use data to do market sizing exercises! If you haven’t allready, check out why sources are not baby recruiters and hit me up with a tweet or on LinkedIn.

Recruitment Automation, how far should you go?

Automation, Robots and AI have been prolific in my career as a Recruiter.

I find myself talking about it a lot… competing against them often, but actually making it work is something I still haven’t cracked fully. The biggest players in AI; Google and IBM are moving into the HR tech space, startups are turning to bots to try fix traditional recruiting problems and yet I’m still having to stitch together spreadsheets and manually de-dupe data to make any real predictions or rankings.

With all of these new fangled tools being so on trend right now, I thought it would be fun to write down from my own quick guide to how far you can go with automation and what it really means for you as a Recruiter or Sourcer in today’s world.

When I was at TruParis this year, I lead a track called; Automation, how far should you go!

It wasn’t me that bought up a slightly utopic vision of a world where when HR person is asked to make a new hire, turns to her laptop, drops in the job order and sits back and waits; A few months/weeks/days later she gets an alert saying that the new hire was starting next week. Maybe it is only a French HR person could be so lazy to dream of this… but without a doubt, this is probably the most advanced vision I have ever heard of automation within the sphere of recruitment. I loved it, my inner cyber punk jumped for joy!

…but there is something seriously wrong with this vision. Even if Google Hire plus Google Job Ads plus Google Apps multiplied by the fact they know everything about you and your company means that one day (soon) they could start to put something like this together. The limiting factor is the data we provide to these systems is still human. If we were hiring robots it would be easy, I want a robot to do X, Y and Z… a few months later a robot shows up that can do that.

You Can’t Go That Far with Recruiting Technology?!?

Even if Google Hire plus Google Job Ads plus Google Apps multiplied by the fact they know everything about you means that one day (soon) they could start to put something like this together. The limiting factor is the data we provide to these systems is still human. If we were hiring robots it would be easy, I want a robot to do X, Y and Z… a few months later a robot shows up that can do that.

For now though, If we were to automate the recruitment process from end to end then we would need consistent data. Humans are not consistent while computers are, you can only go as far as the data allows you. Data on a linked in profile or on a CV are controlled by the person who puts them there. How many times have you read a CV that is unbelievable?

In a world where you don’t need humans to do interviews, you don’t meet the new member of your team?

You could probably validate the human discrepancy in the data provided to the system with Blockchain or a similar technology verifying claimed experiences, with references from hiring managers and colleagues. Companies could be on a system that would mean sharing career data, appraisals and salary data but this seems a complete impossibility.

You would also completely eliminate the human elements… Humans need to talk to each other before they work together.

The utopic vision of the magic recruitment button means a universal way of tracking people’s career and acceptance to not talking to people before you work with them, Humans don’t do that.

Most people would hate that!

So as a Recruiter/Sourcer don’t be scared, you are not about to be replaced but your job will be changing really fast in the next few years. As an interesting study from the MIT Sloane Management Review suggests, you should be changing your career now and upgrading yourselves. So here are my simple tips for what to focus on!

Do Recruiting Automation Right, Adopt the Right Mindset

In your non-recruitment life, you probably have a voicemail and a direct debit set up… you facebook your friends.. you have a smartphone… this is all automation.. why not apply a few of the same principles to your daily job? Accept the tech!

When I asked how many people who were actually in the room at TruParis who was actually using automation, only a smattering (i.e 3) people that were actually using in their daily work. You can go further than that!

Automation is about mindset (thanks Ed) if you find yourself doing the same thing twice, and it takes you ages, figure out how to automate it. You are probably going to need to do it again so you may as way remove the pain. Sourcing, Recruitment is not an exciting job, you find people, interview them and hopefully recommend that your company or the person you are recruiting for, hire some of them. If you take away some of that boring stuff that you are doing every day, then you can probably start to find some more fun things to do.

Focus on the few simple, tedious things that you wish you didn’t have to do and see if you can automate them, quickly!

Adopting the right mindset of acceptance of these new technologies, coupled with a hunger to explore them will set you apart and make you more productive. It’s a win win, right? You do less tedious stuff and make more hires, no one is going to complain here.

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Recruiters Become a Data Guardian

Data in recruitment is a pain! Accurate data is difficult to find in the open market and our own Data (if we are lucky) is stored in an ATS that often has an analytics function designed by someone who learned UX at the same time as finger painting.

When we get accurate data out of these systems though, the story it tells and we can tell with it are fascinating and beguiling to our hiring managers and clients. We finally open up the block box of how much work goes into recruiting someone into a story made accurate with facts.

Don’t hate the fact that you are going to spend a lot more time handling data, inputting it into a system and being checked on it! The evolution of a recruiter in a data lead world is someone who cares about data, understands why they are collecting it and can tell good stories with it. It starts by the boring admin stuff, we need to make sure we put data into whichever system we use accurately so we can tell cool stories about it afterwards.

Here are some interesting articles to get you started on data in recruiting:

A little Data sparks big change

Data and HR Number are nothing without insight

– Cred to Matt Buckland and Matt Bradburn cos working with them got me to understand this

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Become More Human (Seriously?)

Sadly, I believe HR people and recruiters remove themselves so far from the human element of the hiring process that they forget about their own humanity in the work place. The truth is this is the bit we need to focus on. Looking at the world today and the influx of technology, our human interactions are going to become less and less frequent and more and more important.

When I was writing this, I was thinking about where can you learn to be Human? Does someone really need to teach me? When are people going to stop saying this to me?

As Recruiters, we flex HR, sales and marketing skills. We need to be on brand but at the same time, human and building relationships. Yikes. Glen Cathy goes as far as saying we need to be focusing on social engineering but having read books on social engineering, mind control, the art of persuasion, I really don’t think that is the way forward.

Most recently I got into a muddle writing a bot version of me – yes my half finished bot will talk to you – and it was only doing this exercise that I realised what it meant being more human. I needed to inject my humanity into a blank canvas that would hopefully build excellent relationships with people. Reverse engineering like this made me realise I need to understand the overall experience I want to give a candidate and understand how I am going to get there.

I believe that as recruiters we should understand the same type of techniques used in sales (Open questions, closed questions, yes ladders etc) coupled with a strong underastanding of what we are looking to get from people in our day to day conversations to create an amazing experience for ourselves and our candidates.

The easiest way to exercise you empathetic muscles is to consistently put yourselves in the shoes of the person you are talking to. Think about what does a good conversation to my candidate look like and why. You won’t find tips in recruitment media on this sort of stuff, go outside the box, watch some Ted talks or find a cool book about it (and send it to me when you have read it 😉 )

The most important thing to remember here is at the end of the day, every experience you have, every candidate you talk to is a person and they will talk about you. Try and create a something real with them, don’t act like a machine!

Paul Wolfe sums it up here far more eloquently than I just did…

In-house Recruiters; Should you be getting a Bonus?

The team over at DBR are running a salary survey again if you want to take part, just fill out this quick form here and we will share the data!

The point of the salary survey is to get a better understanding of life as an in-house recruiter today, we ask base salary, the average number of hires per month, company size, teams size and ask questions do you like your job or what bonus do you get?

We will release our findings to the whole world once we start to get a larger data set. In the meantime, if you join us at DBR we can hopefully answer some of the questions we get in DBR’s Slack channel like how much should I pay a recruiter in Ireland? or how many hires per month is normal for my industry?

Suprise Suprise! Inhouse recruiters bonus is not what you think.

When I posted this in a few forums, people were surprised to see that we had put the bonus question. From 150 or so responses so far I was surprised to see how many in-house recruiters are not getting a bonus this year.

Some people will argue that Hires is not a good metric to measure in-house recruiters on and some will say those in-house recruiters should not get bonuses for hires as it may mean they push the wrong people to be hired.

 

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I am not sure if there is a right or wrong, my career started in agency where of course my salary was intrinsically linked to the number of hires I made. As I moved in-house, I realised it is not only about the number of hires but who and how I hired. I have worked in roles that both gave me a bonus and don’t and personally, I prefer to be rewarded when I hit my goal. The Dataset allowed me to ask a couple of questions to start the question.

Do bonuses affect the number of hires inhouse recruiters make?

With such a rich Dataset I was able to do some quick math on the responses so far, the reported average monthly hires are 3.6 hires per month. However, if we only look at an average of people that get no bonus, then they are making 3.2 hires a month and those that are getting 10% bonus are averaging 4.1 hires per month. The numbers speak for themselves.

Do bonuses make inhouse recruiters happier?

In-house recruiters are generally a happy bunch, we asked people on a scale of 1-5 how happy and they responded on average with a score of 4. As I said, a pretty cheerful bunch!

Those people that were getting a bonus were only slightly more, averaging 4.1 whereas those that aren’t getting a bonus are averaging 3.9 as a happiness score. Proof maybe that money doesn’t really make you that happy?

Should recruiters be getting a bonus?

Obviously, there is no hard or fast rule, more than 56% of respondents of the survey so far, are getting one. While it does seem to affect the number of hires, it doesn’t make you that much happier. We don’t have enough responses yet to make this all-encompassing, so I am keen to find out what you think.

Fill out the survey and help us make this a more inclusive data set and tweet me or comment and tell me; Do you think in-house recruiters should be getting a bonus?

Why Sourcers are… not baby Recruiters!

While at my first SourceCon last year, they were pleased to announce that the role of the Sourcer has become a truly recognised profession. While the professionalisation of sourcing is something that some people have worked years towards, I really believe that most Recruiters are wrong when they think the role of a Sourcer is and it feels like someone needs to hash out exactly what sourcing is in this day and age.

I have been thinking on how to tackle this image problem of a Sourcer for a while and I thought it would be fun to start writing a series of posts titled Why Sourcers are..

This series of posts is not meant to light the flame war of Recruiter vs Sourcer, at the end of the day, we all do the same job, we all hire people. I just have a more specific role in the process than a full cycle Recruiter. This should come as no surprise to you, most large companies have sourcing teams now. While the role of this team varies from org to org, every Sourcer (myself included) is a specialist at attracting and engaging candidates. That’s the beauty of being a Sourcer, that’s the bit I’m good at.

The image that a lot of people have, in and out of the sourcing world is

Why Sourcers are… not baby Recruiters!

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The story goes a little something like this;

Stressed Recruiter, “I need a junior Sourcer to help me find more candidates on a daily basis so I can get these job’s filled.”

This is a story I have heard from many people in leadership roles in recruitment. Recruiters don’t feel they have time to source, to engage the right people. This often comes from someone who is managing a large volume of roles and hiring manager relationships.

Sorry dearest Recruiter, you got it wrong! No decent Sourcer, junior or not wants to sit in a corner, without a relationship with hiring managers or the full control of a candidate and do all the heavy lifting while you sit back and screen applications. A Sourcer that is just handing candidates with only your understanding of a role is not really sourcing, they are a mini Recruiter that is not trusted to have relationships with hiring managers or close down a candidate when it comes to the end of the process.

Recruiters that think like this don’t understand the real problems they are facing and think that by just throwing more people time at their workload they will make more hires.

 

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Every Sourcer and recruitment manager know’s this problem. Want to know what is really happening here?

The Recruiter has too much work!

I often see Recruiters who have too many roles asking for sourcing support.  I don’t believe that Recruiters working 20+ jobs can provide an effective service on any of them. If you can’t find time to source for your jobs then you have too many. The Recruiter is becoming blinded by the volume of people they need to deal with and are not able to manage their time effectively.

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Just by using Glen Cathy’s funnel calculator and plugging in some reasonably standard numbers you can see that to get to those 20 hires the Recruiter needs to submit 143 candidates to hiring manager review. That’s 2.24 CV’s qualified and sent to a hiring manager every working day. This is a broad brush stroke, I know Recruiters that are very effective that are able to work at this cadence. However, if you are not top 5% Recruiter, this is a lot of conversations to be having every day. Throw some meetings into that working week and you have a very stressed Recruiter who feels that a junior Sourcer to do that heavy lifting and give themselves some more breathing space.

My solution 

Recruiters need to understand the volume of work for they need to do for each role and need to be able to push back on their manager and hiring managers that they can’t be effective at this volume.

Recruitment Managers need to know these figures as well and understand when they are working on headcount plans how much time and how many Recruiters they will need to effectively reach their companies hiring targets.

The Recruiter isn’t using the right tools

Everyone thinks that sourcing takes a lot of time. Going through hundreds of CV’s in online databases and through your own ATS can be time-consuming but if you are spending hours doing it. You are probably doing it wrong.

In today’s recruitment world we have a plethora of tools to help us work more effectively. I notice a lot of Recruiters not using them at all, let alone effectively. Sourcer’s are naturally the more geeky end of Recruiters and are experts in these tools. From an ATS to a bot. I don’t expect all Recruiters to be like this, however, a Recruiter needs to make sure they are using every tool they have at their fingertips.

My solution 

Sorry dearest Recruiter, you need a re-train.

No need for a baby Sourcer, just three days sourcing with me and you will never look at sourcing again in the same way. You won’t need help, your life will be easier and you will become a better Recruiter.

 

The Recruiter doesn’t get enough qualified applicants

I notice a lot of Recruiters that think that a Sourcer will provide them with the more qualified leads, with more people that want to do their jobs. I think this is wrong.

I believe that 80% of all roles should be filled from applications!

YES, A Sourcer that believes job ads get the best and most candidates. When I say 80% applications, I mean 80% of hires are made from inbound interest, this includes referred candidates and internal applicants.

That means that a good Recruiter only needs to source for a few of their roles and with some smart prioritisation and planning can ensure that they understand where their effort needs to be spent.

My Solution

You need to understand your inbound pipeline for each role. You need to optimise your job ads and work with your employer brand teams and hiring managers to attract the right type of candidates.

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So, Why is a Sourcer not a Baby Recruiter?

Don’t get me wrong, I do sit in a corner and build target lists. I do spend hours hunting for the right candidates for hard to fill roles.

I however fundamentally believe that a Sourcer can’t be a person that does what a Recruiter tells them too.

A Sourcer should be a partner to the Recruiter and to the business.

A Sourcer should provide a level of insight that a Recruiter can’t achieve. They should provide data, market intelligence, insight and understanding that a Recruiter can’t get.

No Recruiter can train a junior on how to think like that unless they themselves are doing that and there are very few Recruiters I have met that do this.

So no dear Recruiter, you can’t have a baby Sourcer to fill your pipeline because that is not what real Sourcers are. That’s researchers or a junior Recruiter.

My role at Indeed as a Sourcer, solely supporting 6 markets and 18+ Recruiters has taught me that to be more scaleable I need to provide more strategic assistance to my recruiting team. Without massaging my own ego too much; I am the secret weapon that provides a level of insight beyond what most Recruiters are able to. I am the geek that gets to test things so that I can help my Recruiters get better. I am the person that teaches Recruiters the cool tricks they need to know.

Sourcer’s are not babies but specialists in how to attract and engage people.

 

 

 

RECRUITMENT: Don’t Break It, Fix It!

Wow, it feels like an age since I last wrote about DBR. It is a well overdue for me to tell you a little bit more about DBR in 2017 and in particular what it means to me to be part of this community as it grows.

I have to talk about it because the influence it has had on mine and other people’s lives blows my mind!

For those of you that don’t know what DBR is; DBR is the only safe place for in-house recruiters in Europe. We host events, talk to each other on slack and work together to solve the problems we face as recruiters every day. You probably need to start at one of these points and then come back to this post if you want to find out more about it:

DBR is now growing faster than we could ever have imagined. We have now given more than 400 in-house recruiters access to our slack channel. With our awesome new streamlined process, each applicant is vetted by the admin team and then swiftly invited into a community where help is at hand whatever recruitment problem you may be facing.

 

Running this slack channel means more in-house recruiters than ever before have the opportunity to share ideas, solve problems, get real-time feedback from peers and help more people than ever get jobs!

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Yes, since we moved from a WhatsApp group to a slack channel we have sent 440,000 plus messages but it’s not all about what we share on our dark social channels the core of our community still lies in the real world. The relationships this community has helped build over beers in the pub, discussing ideas at events and supporting each other at trade shows, has lead to us all being better recruiters.

 

Robert Nunn Head of Talent at WorldStores Group summed up what the reality of being in a community of recruiters that share ideas and candidates really should be.

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I agree, as recruiters, the way we will all become more successful will be to celebrate the talent we work with every day. Recruiters should share their networks and their connections and help the people they work with. I believe every in-house recruiter should share, invest in community and invest their time helping each other!

Let’s not try and Break Recruitment,  let’s get together to build a worldwide community that makes us all better!

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DBR in 2017 is going to grow

We are sticking to the original idea that the original founder Hung Lee had for this community, we are focusing on our mission to build a safe place for in-house recruiters. Everything we do as an admin team will be focused on what the community needs and wants and we hope that you can all help us make it bigger!

Scaling the grassroots community feeling that DBR has is almost impossible without people meeting in the real world. The effort that goes on behind the scenes to ensure that the other DBR members have the same platform to learn and grow that the first few of us had when we started meeting is unprecedented. As admins, our trust and patience is continually tested by those that deliberately sabotage our success and profit from what we have built. We continue to stick to our guns. We won’t be monetizing this community, the mailing lists we have, our candidate databases or the relationships we have built. DBR will continue to be a not for profit organisation managed by the people that love it to help every fellow in-house recruiter we can.

We will continue to focus on stuff that helps the community with support, of our members and our partners.

So, if you hadn’t read it yet, I moved to Dublin and will be trying to grow the first official offshoot branch of DBR here in Dublin. We will be meeting up for our first drink on February the second, make sure if you are in Dublin you sign up here.

Thanks to the team at StackOverflow our “Don’t be afraid..” Series has a home in their Shoreditch offices and will be running every 6 weeks. Next one if on

Our friends at Indeed Prime will be hosting our larger parties, keep June the 15th free, we have a real treat in store for you!

Of course, you will also find some of us at the Dragon Bar sharing ideas over a drink or two.

CHECK OUT THE EVENTS PAGE TO HEAR ABOUT ALL OUR EVENTS

Huge thanks to every DBR member for your time, your patience and your confidence in our community. Hung Lee for the idea in the first place and inviting me to the first DBR drinks, and for your teams time to build the new site. My fellow admins Matt Buckland, Matthew BradburnKristian Bright and Nick Yockney, you guys are the best.