Imagine over a period of 15 years being a fly on the wall of a thousand different recruiters employed in scores of varied industries working to staff hundreds of different job families.

What would you have learned?

As a recruiting professional, do you think you’d be doing anything different today? Would the lessons learned provide insights into ways that would make you more effective?

Would you be able to use what you saw and heard in an industry different from yours and extrapolate that into your industry? Kind of like Henry Ford did when he took the manufacturing assembly line process and adapted it to produce automobiles.

If you answered no to the above questions, I recommend you stop reading now. The rest of this discovery won’t be meaningful to you.

Otherwise, let me tell you about that fly on the wall. It really exists. I’ve had the opportunity to be that fly…and more. I’ll get to some of those key lessons in a moment.

First, here’s how I became that fly.

I’ve been a recruiter for over 40 years, beginning on the HR side of things with a quick ride to becoming an HR Director with responsibility for world-wide staffing. About 25 years ago, I became an independent recruiter…and about 17 years ago Lou Adler retained me part-time to certify his recruiter students in his well-known and highly regarded Performance-based Hiring method. I’m the only person to ever do that for Lou.

As that “fly” as I reviewed, evaluated and coached the Adler client recruiting teams through certification. Everyone who becomes certified chooses a current position they’re staffing and their case study covers the complete recruiting lifecycle…from job open to job filled.

In other words, current active jobs being staffed at these companies.

It has been that certification process that allowed me to become the fly on the recruiter’s wall. From that huge amount of data and varied experience, I’ve made a number of observations about what works best and what the best recruiters do differently from the average.

I’ll be writing a lot about the lessons I think are relevant to the recruiting and staffing world…and of course keeping the details, names, companies, etc. confidential.

The One Big Lesson Learned

One of the most profound discoveries that I made is what I call the top 15 Recruiter Competencies that separate the great from the good. These are the 15 traits/competencies that I look for when helping companies hire recruiters…both permanent and contract.

These 15 competencies are spread over three categories. They are:

  1. Basic factors (3)
  2. Execution Factors (7)
  3. Job Fit Factors (5)

I often get asked if every recruiter must be proficient in all 15 factors.

In true consulting fashion, I must answer, “It all depends.” It depends on several factors, some of which include: the level of jobs being recruited and whether the job is a full-life cycle recruiting role.

Each relevant factor should be evaluated on a 1 to 5 scale…more on that in a future article.

Recruiting Bottlenecks

Recruiting bottlenecks quickly develop for companies that hire only partially competent recruiters. This results in what I call “recruiter scope” issues…something discussed in a video on my website home page.

Leveraging the 15 Factors

Hiring the right recruiters for your team must include three things that will leverage these 15 competencies in your favor. They are:

  1. Develop and use a performance job description (not a skills infested description)
  2. Conduct the interview using a specific interview question structure
  3. Evaluate every candidate use the same 15 factor evaluation assessment format

A 90% Recruiter Gap

Another thing I’ve observed is a gap in recruiter performance that is prevalent in over 90% of recruiters who are responsible for full life-cycle recruiting. It generally falls into what I refer to as “the flawed recruiting message” and it’s something I’ll explore in a future article.

Until the next lesson from the “Recruiter Fly”, I like to close with my company trademark philosophy. Better People. Better Teams. Better Business.

Want to know more about us?

Office hours: Monday-Friday / 9 AM-5 PM Central Time

 

Imagine over a period of 15 years being a fly on the wall of a thousand different recruiters employed in scores of varied industries working to staff hundreds of different job families.

What would you have learned?

As a recruiting professional, do you think you’d be doing anything different today? Would the lessons learned provide insights into ways that would make you more effective?

Would you be able to use what you saw and heard in an industry different from yours and extrapolate that into your industry? Kind of like Henry Ford did when he took the manufacturing assembly line process and adapted it to produce automobiles.

If you answered no to the above questions, I recommend you stop reading now. The rest of this discovery won’t be meaningful to you.

Otherwise, let me tell you about that fly on the wall. It really exists. I’ve had the opportunity to be that fly…and more. I’ll get to some of those key lessons in a moment.

First, here’s how I became that fly.

I’ve been a recruiter for over 40 years, beginning on the HR side of things with a quick ride to becoming an HR Director with responsibility for world-wide staffing. About 25 years ago, I became an independent recruiter…and about 17 years ago Lou Adler retained me part-time to certify his recruiter students in his well-known and highly regarded Performance-based Hiring method. I’m the only person to ever do that for Lou.

As that “fly” as I reviewed, evaluated and coached the Adler client recruiting teams through certification. Everyone who becomes certified chooses a current position they’re staffing and their case study covers the complete recruiting lifecycle…from job open to job filled.

In other words, current active jobs being staffed at these companies.

It has been that certification process that allowed me to become the fly on the recruiter’s wall. From that huge amount of data and varied experience, I’ve made a number of observations about what works best and what the best recruiters do differently from the average.

I’ll be writing a lot about the lessons I think are relevant to the recruiting and staffing world…and of course keeping the details, names, companies, etc. confidential.

The One Big Lesson Learned

One of the most profound discoveries that I made is what I call the top 15 Recruiter Competencies that separate the great from the good. These are the 15 traits/competencies that I look for when helping companies hire recruiters…both permanent and contract.

These 15 competencies are spread over three categories. They are:

  1. Basic factors (3)
  2. Execution Factors (7)
  3. Job Fit Factors (5)

I often get asked if every recruiter must be proficient in all 15 factors.

In true consulting fashion, I must answer, “It all depends.” It depends on several factors, some of which include: the level of jobs being recruited and whether the job is a full-life cycle recruiting role.

Each relevant factor should be evaluated on a 1 to 5 scale…more on that in a future article.

Recruiting Bottlenecks

Recruiting bottlenecks quickly develop for companies that hire only partially competent recruiters. This results in what I call “recruiter scope” issues…something discussed in a video on my website home page.

Leveraging the 15 Factors

Hiring the right recruiters for your team must include three things that will leverage these 15 competencies in your favor. They are:

  1. Develop and use a performance job description (not a skills infested description)
  2. Conduct the interview using a specific interview question structure
  3. Evaluate every candidate use the same 15 factor evaluation assessment format

A 90% Recruiter Gap

Another thing I’ve observed is a gap in recruiter performance that is prevalent in over 90% of recruiters who are responsible for full life-cycle recruiting. It generally falls into what I refer to as “the flawed recruiting message” and it’s something I’ll explore in a future article.

Until the next lesson from the “Recruiter Fly”, I like to close with my company trademark philosophy. Better People. Better Teams. Better Business.

Want to know more about us?

Office hours: Monday-Friday / 9 AM-5 PM Central Time
Call Us Today!Call Us Today! 817-993-9335