Running a smooth recruitment assignment, from taking the job order through to successful onboarding, requires skill. The top recruiters are control freaks who leave little to chance.  They do the following consistently well:

• Research the client (their purpose, their people, their competitors, their current state).
• Take a thorough job brief from the direct hiring manager (ideally in-person), as thoroughly as possible.
• Identify the top three technical AND behavioural competencies the candidate will need to succeed.
• Plan the recruitment process and agree the timetable with the client (including setting a shortlist deadline).  For contract roles, move quickly… speed is the key.
• Plan the most effective candidate sourcing strategy (eg. database searching/headhunting/advertising).
• Brief their colleagues (even those who work in other teams – you never know who they might be able to recommend for your vacancy).
• Research the candidate market to identify talent sources.
• Phone candidates to “sell” the opportunity and “screen” for suitability.
• Interview face-to-face (ideally in-person) with planned questions based on the role.
• Facilitate psychometric assessments or case studies as appropriate.
• Reject unsuitable candidates promptly and with empathy.
• Present shortlists face-to-face with the hiring manager and share market insights discovered during the sourcing process.
• Prepare the candidate for interview, sharing helpful tips and resources.
• Take verbal client and candidate feedback as soon as possible after the interview and confirm next steps.
• Anticipate candidate obstacles (eg. counter offer, holiday plans, input from family members etc).
• Manage the offer process with attention to the details (including managing the employment contract presentation to the candidate).
• Keep in contact with the client and candidate during the notice period (a dangerous period where candidates could be contacted about other jobs, change their mind or get cold feet).
• Understand the onboarding process and prepare the candidate for starting their new job.
• Keep in regular contact with the hiring manager and candidate during the first few months to overcome any early issues that may arise.

In the words of the great Jedi Master, Yoda:

“Control, control, you must learn control”. (Star Wars fans click here)

The best recruiters find a workable balance between planned activity and responsive service.  This was the starkest lesson I learned as a contract recruiter in my first job.  It took me a while to understand I could have a plan for each day, despite the unpredictable nature of incoming temp jobs that required immediate attention.

Allocating time for “big rocks” is vital.  That is, dedicated time for your actions that will have the most impact (eg. BD calls, client meetings, planning).  Less successful recruiters tend to struggle with time management and are always reacting and never feel in control.

Closely associated with the previous tip, is being able to differentiate between what is urgent and what is critical.  Top performers are always the busiest consultants.  They are the epitome of the saying, “If you want something done, give it to a busy person.”

They have mastered the skill of focusing on the critical and are comfortable relinquishing the urgent if it is of little importance.  It can be difficult to see the difference sometimes, so ask this question when you aren’t sure… “What damage will be done if I ignore this urgent task?”  Very often the answer will be none.

I’m enjoying a successful recruitment career that so far spans 24 years. Wow, typing that number sends my mind back to mid-1998, when I walked into my first recruitment office in Brisbane.  I had no real idea of what I was getting myself into.  I was just thankful I’d be doing something vaguely associated with my tertiary studies and I didn’t have to work splits shifts in restaurants anymore (my default job when relocated to Brisbane from interstate).

My first six months was certainly a test of resilience.  My university theory, coupled with my customer service and consumer sales experience, only went so far.  I had a lot to learn (check out this HBR link “How to Master a New Skill”.

And learn I did.  Most notably from my boss at the time, whom, to this day, is the best contract/temp recruiter I’ve ever come across. She was a powerful mentor to me and I’m thankful for the time she spent teaching me the nuances of recruitment consulting.

In the years since, I’ve done contract, permanent and executive recruitment and I’ve been fortunate to work with super talented recruiters (at all levels of experience).

My observations of the top performing recruiters can be crystalised down into 4 tips shared below:

Recruitment consulting is all about connecting people.  Top performers build rapport and strong relationships with their customers (hiring managers and candidates).  They get to know them, and they share something of themselves in return.  This is important because it builds trust and allows the consultant to become a trusted advisor.  The top performers I’ve seen are genuine people who are not afraid to be vulnerable.  They are advisors who offer much more than just filling a job.

Congratulations to all the top performing recruitment professionals who read this.  Thanks for reading and I wish you continued success.