My Recruiting Methods

Quality Trumps Quantity and Creates Great Time Management!!!

I am the kind of technical recruiter that believes that recruiting is all about relationship development with clients and candidates. I always maintain effective lines of communication and networking with companies and candidates by keeping to the old Zig Ziegler adage, “The best way to get what you want is to help enough other folks get what they want.” This is the keystone of all I do.

My Step-by-Step Recruiting Method

  1. Following Stephen Covey’s 7 Habits of Highly Effective People is the key to a long term Recruiting career and Habit #1, “Begin with end in mind,” is the basis to winning great candidates. I apply this habit by wow-ing the client and the candidate and never confusing the two.
  2. I become a student of my client companies and the candidates I work with. I learn as much as I can about the position to be filled or the candidate applying to the point of being comfortable & confident in discussing everything with my clients, candidates and with my core networking group.
  3. I partner with the hiring manager and his/her team to write what I call a Marketable Position Description (MPD). Trying to recruit/win the right candidate for the job without a detailed job description (MPD) is like trying to build a dam, a bridge, or a 20 story building without a full set of blue prints.
  4. Using boards like Monster & CareerBuilder I recruit my core networking group. This group represents the sources to recruit the best and brightest candidates for the position.
  5. I send all of the people I speak with a copy of the MPD and ask them to forward it to friends (the first 3 rules of recruiting 101 is network, network, and network).
  6. After I identify a candidate, I phone interview them using the MPD. If the candidate seems to be a good match, I ask them if I can send them the MPD and have them insert their actual hands-on experience below each of the bullet points of the MPD and return it to me. When I receive their work I phone interview them again to insure that they discuss their experience and answer my questions with confidence. The primary value of this exercise is to ensure the hiring manager has a qualified candidate. An additional value of this exercise is to obtain a valid writing sample from the candidate. Good writing and communication is invaluable in the world of engineering where accurate and effective written communication can make or break a project worth millions.
  7. I submit the candidate’s resume and their written response to the hiring and human resource managers. This system has a high, 1 in 3 submittal to hiring ratio. A huge time management value.
  8. I complete and in-depth reference checking process using both the traditional phone call method, and my own “in their own words” documentation method.

Contact me to find out how, when and where I can assist in your next technical recruiting efforts.