From Good To Great Recruiting

"The World Makes Way For The Person Who Knows Where They Are Going"-Anonymous


As recruiters- whether for a staffing company or corporate recruiter, we guard the gates of our companies by choosing who gets to join our team and who doesn't. We have the power to create and dictate who we bring on board, how we set the hiring standards, as well as the tone and professionalism of our work environment. But, it is not ever enough just to be a good recruiter; you have to be a great one in order to differentiate your company and yourself in the today's market and to assure that you are only hiring the "Best". Why settle for being a lamb when you can be a Lion and dominate. The way we dominate is by having a strategic and competitive edge; we get that edge by attracting, hiring and retaining the best talent available. In order to succeed in this competition for talent, we must do five things before each interview:

Come up with five reasons why your company is amazing to work for. Think of reasons why you are at your company when there are so many others to choose from.

Come up with five reasons why you are great at what you do. Confidence is key for the person looking for a job, but it is even more important for recruiters, because we are selling a potential superstar on joining our company.

Empathize with the person you're interviewing. Look over this person's resume with admiration and respect and ask yourself: what is something about this person I can respect and admire? Do not start your interview until you come up with at least 5 reasons. (He/She is a leader, President of Student Body, likes to travel, etc).

Remember your success stories. View your greatest hires as your own children whom you have seen grow up and become successful. Think of your best hires and how well they are doing for the company. Think of how great it makes you feel that you have had such a great impact on the company.

Get excited: stand up straight, put your shoulders back, take a deep breath, smile and get yourself so excited about working for your company that when you shake your applicant's hand for the first time he feels that they finally found the job they always wanted.

Passion and profits go hand in hand, and things work best when you are at your best. Be your best every day by incorporating these five exercises into your routine and you will see everyone at your company profiting from your experience.

What else does it take to K.E.E.P your employees satisfied?

"People work for much more than a paycheck."

Having extensive recruiting experience in a fast paced staffing firm (Robert Half International) and corporate call-center environment (Inktel Direct), I have learned that most employees are looking for common elements from the people they work for. People, regardless of position, seek a good "Relationship with their manager", "A positive work environment", and "Praise and recognition". Successfully combine these three elements and implement them effectively and you have created the foundation for a great retention strategy.

It is obvious that these crucial elements have little or nothing to do with compensation. Instead they remind us an important fact: People work for much more than a paycheck. People not only want their jobs to be a source of income but a source of attaining pride, professional development, enjoyment, and acknowledgment of their skills and efforts as well. With this in mind, I would like to introduce to you a retention-boosting method that I came across a few years ago, simply called K.E.E.P.-Kudos, Excite, Empower, Promote. Sounds simple right?

Kudos- Offering kudos to an employee who is meeting or exceeding expectations is a simple, effective, and inexpensive way to recognize their efforts. An employee who is constantly encouraged and continuously feels appreciated is less likely to leave. Just remember that what might be considered as a reward for one employee might not be the same for another. So, make sure to make the rewards meaningful to each individual employee. A few ways to offer kudos may include: Public recognition, an email, a "thank you" or "good job", a note of recognition or any other simple gesture of recognition.

Excite- As managers, we have the ability to set the mood and the tone of the environment that we work in so keep this in mind each and every morning as you are walking in your office. Creating a positive and rewarding corporate culture is essential for generating excitement. Remember that the more people are excited and enjoy coming to work the less likely they are to seek employment elsewhere. Here are some ideas to generate some excitement in your environment: Have a positive attitude, provide your employees with assignments that are achievable yet challenging, frequent praise and recognition, and share the company's successes with your staff so they know their hard work is paying off.

Empower- Trust your employees and give them their space to perform their jobs competently. The more empowered and trusted they feel by you, the less likely they are to leave. Most employees are on the never-ending search for autonomy and the ability to make impacting decision; meet these needs and you will create an undeniable sense of loyalty. Here are a few suggestions for "empowering" your employees: Be open to suggestions and act on them whenever possible, reward smart risks along with result, foster creativity and teamwork, and show confidence in your team's ability to make decisions.


Promote- The key to any successful retention method should be a structured program that provides and nurtures professional growth and development for employees of all levels. If your employees feel that they have hit a "Glass Ceiling" with the company, then the next logical step would be towards the door. So when possible always try to promote from within, help employees develop career plans with the company, set up a mentoring program, help employees achieve their goals.

Happy employees that enjoy coming to work everyday are the key to any successful organization, so remember that creating a positive company culture is mutually beneficial for you and your employees. Many times we assume that our top performers already know they are doing a good job, but don't make that assumption; a small gesture has the ability to go a long way. A simple thank you or a brief email can motivate someone to keep trying their best not only at work but at other things too. Try and take a personal interest in your employees and don't ever take someone's hope from them, because for some-- that is all they have.