I loved a recent LinkedIn post from Greg Tanna, Managing Director and Owner, Tanna Partners. He lays out, in his “Recruiter’s Manifesto”, the qualities that he feels differentiates high quality senior recruiters from the rest of the crowd.
If you’d like to read his original post, it can be seen at: http://linkd.in/10SPA9Y
Greg's comments really struck a chord with me. I'd love to take him out to lunch and discuss these concepts into more depth, but short of that, I'll add to the conversation with my own thoughts on his seven major points.
These seven points are excellent guidelines for any aspiring recruiter. With my 17 years in the industry, here's my interpretation of each of them.
Industry Expertise: The seasoned recruiter has in depth knowledge of the technical and educational requirements of a position, and understands the social and corporate culture needs of the client.
Engaged Network: Networking is a multidimensional approach, and is more than just a LinkedIn profile. Any and all other networking opportunities must be explored and utilized, from meet and greet local opportunities to high-tech happy hours, to associations with relevant technical and trade groups.
Determination: For some clients, candidates are easy to find. For others, the perfect candidate is a needle in a haystack and requires many hours, over many weeks, to source.
Quality, not Quantity: This phrase speaks for itself. It’s critical to present only really qualified candidates. Your client’s time is golden and not to be wasted.
Facilitation skills: The senior recruiter is a matchmaker in all senses of the word. They coach and prepare candidates to put their best foot forward. They sell the company to the candidate. And they present the candidates strengths in the best positive light possible to the client.
Transparency: An attuned senior recruiter believes that honesty is the best policy, but at the same time has the social skills to disclose information to the parties on both sides of the interaction with only the best interests of both parties as a guide.
Neutrality: Once all the cards have been laid on the table, the vetting process is over, and the parties have met and are evaluating each other, the recruiter’s job is done. Her opinions at that stage of the game are irrelevant and she must at that point support the decisions of the other parties.
If you’d like to read his original post, it can be seen at: http://linkd.in/10SPA9Y
Greg's comments really struck a chord with me. I'd love to take him out to lunch and discuss these concepts into more depth, but short of that, I'll add to the conversation with my own thoughts on his seven major points.
These seven points are excellent guidelines for any aspiring recruiter. With my 17 years in the industry, here's my interpretation of each of them.
Industry Expertise: The seasoned recruiter has in depth knowledge of the technical and educational requirements of a position, and understands the social and corporate culture needs of the client.
Engaged Network: Networking is a multidimensional approach, and is more than just a LinkedIn profile. Any and all other networking opportunities must be explored and utilized, from meet and greet local opportunities to high-tech happy hours, to associations with relevant technical and trade groups.
Determination: For some clients, candidates are easy to find. For others, the perfect candidate is a needle in a haystack and requires many hours, over many weeks, to source.
Quality, not Quantity: This phrase speaks for itself. It’s critical to present only really qualified candidates. Your client’s time is golden and not to be wasted.
Facilitation skills: The senior recruiter is a matchmaker in all senses of the word. They coach and prepare candidates to put their best foot forward. They sell the company to the candidate. And they present the candidates strengths in the best positive light possible to the client.
Transparency: An attuned senior recruiter believes that honesty is the best policy, but at the same time has the social skills to disclose information to the parties on both sides of the interaction with only the best interests of both parties as a guide.
Neutrality: Once all the cards have been laid on the table, the vetting process is over, and the parties have met and are evaluating each other, the recruiter’s job is done. Her opinions at that stage of the game are irrelevant and she must at that point support the decisions of the other parties.
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