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10 TIPSTO BE A BETTERRECRUITER.

© 2014 iCIMS Inc. All Rights Reserved.

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© 2014 iCIMS Inc. All Rights Reserved.

Recruiting is all about finding the ‘best fit,’ right? If you don’t understand

the hiring manager’s personality and expectations, how can you possibly

find a candidate who will fit? The solution is easy: Get to know the hiring

manager and the staff who work closely with him or her. Consider having

lunch with the hiring manager and/or their staff once a month. During

lunch ask them general questions that will help you to understand

the hiring manager’s needs better. For example, “What do you do

during an average day?”, “What are the short and long-term goals

for your department?”, and “Describe your perfect employee.” This

information will help you to develop a profile of the hiring manager

that will help you identify good-fit talent for his or her department.

HIRE EXPECTATION HIGHLIGHTS

The bullets on each page marked with a are Hire Expectation Institute highlights for you to take away to improve your recruiting efforts.

DEVELOP A PERSONAL RELATIONSHIP WITH YOUR HIRING MANAGERS AND THEIR STAFF

#1

MANAGE YOUR HIRING MANAGERS

Get to know the hiring manager and the staff who work closely with him or her

Use this information to identify good-fit talent for your hiring manager’s department

Develop a profile of the hiring manager

RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

Let’s face it, hiring managers provide job descriptions in a rush. They

sometimes miss important requirements or do not clearly define the job’s

responsibilities. If you want to be a better recruiter, go beyond the

provided job description and do some research on the jobs you are

expected to fill. With a little effort, you can identify and recommend

requirements and responsibilities to the hiring manager. This quick

and easy process will help you improve the job description, improve

your screening tactics, and improve hiring manger satisfaction.

DO SOME RESEARCH AND LEARN ABOUT THE POSITIONS YOU ARE TRYING TO FILL

MANAGE YOUR HIRING MANAGERS

Go beyond the job description; research each position

Strengthen your candidate screening and improve hiring manager satisfaction

Recommend job requirements to hiring managers

#2RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

Meeting with the hiring manager for each new requisition helps you to

understand job requirements which will improve your outreach efforts and

candidate screening tactics. But, why would you need to meet with the

hiring manager for jobs that you have filled previously? Here’s why: You

can improve quality of hire and employee retention by meeting with

the hiring manager and asking the right questions. For example, ask

the hiring manager why the incumbent is leaving the organization.

Be sure to ask the hiring manager if he or she learned anything

from working with the previous employee that may impact the

job requirements. Ask the hiring manager to tell you about his/her

experience with the type of employee personality that excels or

fails in the role. With this information, you will be able to identify the

candidate profile who will be happiest and most successful in the role

you are filling.

(YES, EVERY REQUISITION, INCLUDING

THOSE THAT YOU HAVE FILLED BEFORE)

Improve quality of hire by identifying the correct candidate profile

Identify the employee personality type that excelsin the role

Review previous employees’ credentials, successes, and failures to define accurate candidate requirements

MEET WITH YOUR HIRING MANAGER AND ASK QUESTIONS ABOUT EVERY REQUISITION

MANAGE YOUR HIRING MANAGERS

#3RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

KNOW YOUR COMPANY’S GOALS AND ALWAYS BE ‘ON’

The most successful recruiters have a constantly growing pipeline of

quality candidates. Success can be achieved in two simple steps. First,

you must understand your organization’s strategic goals, know the

business’s weaknesses, how it plans to improve, and what type

of talent the company will need in order to execute on growth

plans. Next, you have to be ‘on’ all the time.

Recruiters who are always ‘on’ are recruiting everywhere, all

the time, and without anyone knowing what they are up to until

the time is right. Beyond sourcing LinkedIn, they are making

new acquaintances at a friend’s weekend barbecue and starting

conversations with people browsing business books at the local

book store. These interactions, while perhaps wholly enjoyable, are

executed with purpose: identify skills and personality traits that support

the recruiter’s future recruitment needs. When you meet someone who

might satisfy your organization’s current or future needs, invite them to

connect with your organization using your company’s talent CRM.

Understand your organization’s strategic goals

Look for skills and personality traits that support your future recruitment needs in everyone you meet

Be ‘on’ all the time

Use a talent CRM to build talent pools and nurture passive candidates

MANAGE YOUR CANDIDATES

#4RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

The best recruiters know their success hinges on their ability to develop and

maintain relationships, and relationships are all about communication.

Active candidates expect that the recruiter will keep them in the loop on

developments pertaining to the job and/or their candidacy. While this

may seem like a major time investment, the last thing that a successful

recruiter wants is to alienate any candidate. Even if a candidate is not

be a good fit today, you never know what the future holds.

Passive candidates also need communication. It is your job to keep

them interested and build their excitement about the possibility of

working for your company. That way, when the time comes for you

to recruit a passive candidate, you can leverage your relationship

and improve your chances of success. To streamline communication,

consider automation. Automated responses to job applicants can reduce

a great deal of the burden. Further, automated email campaigns can be used

to nurture passive candidates en masse.

COMMUNICATE WITH CANDIDATES THOROUGHLY AND FREQUENTLY

Keep active candidates in the loop on developments pertaining to the job

Keep passive candidates warm with frequent communication

Automate candidate

communication to streamline

nurturing passive candidates

MANAGE YOUR CANDIDATES

#5RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

The best recruiters know that trendy interview styles aren’t always the

answer. The first step in crafting a good interview is to confer with the

hiring manager to make sure that you and he/she are in agreement

with what is important to the role. Once you are clear on the hiring

manager’s goals and requirements, figure out what information the

candidates can provide to confirm that they are the right fit for the

job. Next, prepare questions that are likely to elicit the answers

you need. Don’t be afraid to use a variety of interview styles in a

single interview (behavioral, case, etc.). Finally, assess candidates

fairly by asking them all the same or similar questions. Maintain

interview questions/answers and your feedback in the candidate’s

profile within your applicant tracking system for easy access and

side-by-side candidate comparison.

ASK THE RIGHT QUESTIONSMANAGE YOUR CANDIDATES

Confer with the hiring manager about what skills are important to the role

Assess candidates fairly by asking them all the same or similar questions

Prepare interview questions that are likely to elicit the answers you need

Use an applicant tracking system for easy side-by-side comparison

#6RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

If you are like most people, you have access to many technologies in

the workplace but you aren’t using them to their fullest potential. Your

success depends on whether you can effectively use technology to

automate some of your work, eliminate redundancy, and organize

your records. For example, are you entering candidate information

into multiple computer programs to facilitate applicant tracking,

background checks, and assessments? Integration is the solution.

Integration will allow multiple computer programs to seamlessly

share information, eliminating that extra work and allowing you to

focus on the things that are most important to your success, like

building hiring manager and candidate relationships. Even if you

aren’t the person responsible for making such decisions, do your

research anyway! By recommending ways to streamline operations,

you increase your chance of success and look like the office hero.

LEVERAGE THE TECHNOLOGY YOU ALREADY HAVE TO THE FULLEST

MANAGE YOUR TIME

Use technology to automate some of your work

Integrate systems to seamlessly share information

#7RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

DON’T BE AFRAID TO EXPLORE AND TRY NEW TECHNOLOGIES

MANAGE YOUR TIME

If you find that your current technologies are not supporting your objectives,

start looking for technology that will support you. Here is an important

tip to keep in mind: When you speak to a technology company, don’t

dictate which product features you must have in the software.

Instead, tell the technology vendor what problems/challenges you

are experiencing and ask for their recommended solutions.

You will find that different technologies address similar problems

in different ways. By employing this tactic, you will learn multiple

ways to address a challenge and perhaps even learn better ways

to address your problems. Once you are thoroughly educated

about the vendor’s offerings, you can choose the technology that

has the best solution for your challenges rather than getting stuck

with the solution you initially described.

Look for technology that will support your needs

Choose a technology that has the best solutions to your challenges

Speak with vendors about your specific problems and challenges

#8RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

DEDICATE TIME EACH DAY TO LEARNING SOMETHING NEW

MANAGE YOUR TIME

Learning is an imperative part of your success. You need to dedicate

a little time each day to learn about your company’s operations, the

industry in which it operates, and most importantly, learn about new

trends in recruiting. While not every recruiting trend will fit your

organization, you never know what you may learn that will help

you to save time, improve your candidate screening quality, and

generally help you become more successful. For example, did you

know that an increasing number of companies are experiencing

a tremendous amount of success using video as part of the

candidate screening process? Advocate for your own learning by

frequently visiting websites that offer research-based educational

materials that can help you identify new methods or technologies

to improve your organization’s efficiency.

Learning is imperative to success

Use new technologies like video to streamline candidate screening

Adopting new tactics increases your chance of success

#9RECRUITING TIP

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© 2014 iCIMS Inc. All Rights Reserved.

TAKE A BREAK TO REFRESH AND REVITALIZE

MANAGE YOUR TIME

Face it! You are busy. At times, you are overwhelmed. You need to take

short breaks to refresh and revitalize throughout the day in order

to improve your productivity. Be sure to step away from your desk a

few times throughout the day. Go outside and take a quick walk or

go offsite for lunch. Whatever you choose to do with that time, do

schedule in breaks to make sure you are always playing at the top

of your game.

Take short breaks to refresh throughout the day

Taking breaks helps you stay on top of your game

Be sure to step away from your desk or office

#10RECRUITING TIP

In the end, you are in control of your career success or failure. If you want to

be a better recruiter and rise to the top in your organization, you need

to manage relationships with hiring managers and candidates, while

managing your time effectively. While technology can be intimidating,

it is often the best way to streamline your business operations and

achieve your goals.

The iCIMS Talent Platform, for example, provides recruiters with

the tools they need to succeed in a new talent marketplace. The

iCIMS Applicant Tracking System (ATS), Recruit, incorporates social

recruitment features that help recruiters master social recruiting

on Twitter, Facebook, and LinkedIn in an effective and automated

manner. iCIMS Candidate Relationship Management (CRM) software,

Connect, offers a holistic approach to talent acquisition and enables

recruiters to tie their talent acquisition processes to the business objectives

and measure their success.

FINALTHOUGHTS

To learn more about theiCIMS Talent Platform,

call 1-800-889-4422 or take a look at our demo by clicking on the image below:

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© 2014 iCIMS Inc. All Rights Reserved.

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