5 Key Things New Recruiters Should Know

Recruiter Publication

Photo by bruce mars on Pexels.com

Today’s Question: What is one thing new recruiters should know to better position themselves for success?

The answers below are provided by Young Entrepreneur Council (YEC), an invite-only organization of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.


justin

1. Spend More Time With Candidates

I wish new recruiters knew to have more open conversations and personal interactions with their candidate pools outside of the feedback required for specific job openings. We’ve found that our most underwhelming referrals come from recruiters who exclusively rely on matching titles and skills with opportunities. The talent acquisition professionals who spend more time on the phone or in person with their candidate pools tend to have a better sense of how their candidates could fit in and excel at our organizations.

Justin Moodley, LASANAN

jessica

2. Learn All About Your Industry Specialty

Sometimes recruiters have too much on their plates and they forget to make time for research. Having insight into your niche helps you better connect with talent because you know their world and the trends they are seeing in their specific industry.

Jessica Baker, Aligned Signs

Ron

3. Take Chances for Growth

Throughout our years of schooling and our past work experiences, many of us learn to maintain the status quo and avoid risk. However, keeping with the status quo means complacency, which does not nurture growth.

Everyone, especially new recruiters, must take chances to grow. Realize that mistakes are a natural byproduct of chances. It’s when you learn from these mistakes that true growth begins, both personally and professionally.

Ron Lieback, ContentMender

aliya

4. Understand the Skill Sets You’re Seeking

I specialize in tech recruiting, and a lot of candidates will say they are senior developers or CTOs, but when I dig deeper into their work experience and educational background, it’s a lot of fluff and no substance. They can’t even answer basic foundational software engineering questions. It’s very important to know a lot about the field you recruit in, especially if it’s technical, as this allows you to thoroughly vet every candidate who comes your way.

Aliya Amershi, Techie Concierge

bryan

5. Study the Applicant’s Character

Your recruiting efforts would be improved if you knew more about the character of the applicant rather than only knowing the experience they seem to have. A lot can be faked on a resume, but little can be faked when it comes to character. The more recruiters speak with candidates and learn about who they are as people — their ambitions and their commitment to work — the better off businesses would be.

Bryan Driscoll, Think Big Marketing, LLC

Will a New Hire Work Out? 6 Signs to Watch For

Recruiter Publication

Photo by Victor Freitas on Pexels.com

Today’s Question: After 90 days, you should have a good idea whether a new employee will work out. What is the top trait you look for in new hires when evaluating whether to keep them on board? Why is that trait particularly important?

The answers below are provided by members of YEC Next, an invitation-only community for the world’s most promising early-stage entrepreneurs.


unnamed (1)

1. Passion and Motivation

Passion is about believing in your idea. Passion creates a drive to persevere when you are tired, commitment when things look bleak, and conviction to make an idea a reality. Motivation is key to us. We want to know what motivates employees. That way, I can get to know their aspirations better and understand what they are bringing to the business.

Jessica Baker, Aligned Signs

unnamed

2. A Proactive Nature

Is this person doing the minimum to get by, or are they doing their job and then one thing above that? It’s the people who are proactive who help you get your business to the next level. You can see this in their words. Do they actually care and ask questions that go deeper than simply doing a task?

Jim Huffman, Growthhit

kyle

3. Commitment to the Mission

We’re a small startup, so it’s incredibly important that every core member of our team is completely committed to the mission, vision, and values of our company. We’ve seen that this level of commitment can determine whether or not someone is willing to stay late or work on the weekend in order to complete a necessary task or solve a crucial problem. Beyond ability, complete buy-in is crucial.

Kyle Wiggins, Keteka

unnamed

4. Having ‘GWC’

I’d have to use ideas from How to Be a Great Boss by Gino Wickman. There really have to be three things, not one. They have to “GWC”: Get it, want it, and have capacity. They need to understand the job they have to do, they have to want to do it, and they need the mental/physical capacity to do it. If any of those three are missing after the first 90 days, they are likely not the one for the job.

Ryan Meghdies, Tastic Marketing, Inc.

james

5. Impressing Others

The top trait I look for is if this person continues to impress others with their behavior. Good people will continue to impress you by going the extra mile, reminding you of top priorities, and getting things done faster and better than you expected. If the new employee is simply getting things done at expectation, that’s likely not good enough.

James Hu, Jobscan

unnamed (2)

6. Attitude and Aptitude

It all comes down to attitude and aptitude, two traits that are paramount for a successful workforce. The attitude speaks for itself; no client or customer wants to deal with a disgruntled person, and neither do coworkers. As for aptitude, the ones constantly pushing themselves to learn new areas of your business are the ones who will help you scale quicker and smoother.

Ron Lieback, ContentMender