i have been at the blog dance for a while, it's time to get up and dance....

so, i have been reading recruiting blogs for many years and found them to be incredibly informative for most of that time. in the not too distant past, my company (which will go unnamed) asked me to create a company related blog for each of the markets i served. i resisted most of the time feeling as though i didn't have much to contribute, plus i didn't feel as though i had enough to say. i don't know why, but early this morning i changed my mind and here i go. i someone reads this and finds it enlightening and informative.

i will share my experiences and thoughts about recruiting today and some of the adcancements coming in recruiting. i will also share some best practices i feel young recruiters can benefit from. let's face it, we have all made errors in recruiting, especially early in our careers. if i can make things easier for one young recruiter, then this is all worth it.......

so here is my first blog entry.....

too often, we get so excited about a resume, that we tend to chase candidates. i know i have called and called and called a candidate who applied directly to a posting or I found through some resume database search. i email, call, email, call and sometimes call again. who does this serve? myself? the candidate? the department i am hiring for? my company? actually, it serves no one. there comes a time in the recruitment process that we as recruiters need to cut bait (i really don't like fishing, but it is a good analogy). there is only so much chasing that we can do. the fact of the matter is, recruiting is a process in which we are expected to find the best person for the job we have a available, with the resources we have at our disposal, for a defined period of time.

the worst thing we can do is waste some of our precious time chasing after a few candidates who may have little to no interest in our opportunity. the best thing you can do is excite those candidates who are interested in our opportunity. get them excited about what you and your company can offer them. more importantly, get them excited about what they can do for the company. candidates like to know what they are going to be doing on a day to day basis, not just what you think they will be doing (a blog for another day). the fact is, those that are excited about what you are talking about are the only people you should be talking to. the ones you are excited about should be complimented by their excitement. telephone tag tends to in just that, telephone tag.

much like a day of casting your line in the water time after time after time and not catching any fish, calling a candidate time and again and again and again, you are not going to catch the best of what's out there.

keep your eye on the prize and reel in the best candidate for the opportunity you have available at this time.

Views: 45

Comment by Gene Leshinsky on March 23, 2008 at 2:28pm
I can add that the opposite is also true. Being a contract recruiter I often call candidates once and if they don't follow up they remain in my database till next time. Certain skill sets I can find the right candidates in this way, but at times I have to go back and do a little pursuing to get the right candidate. You should get a feel for the right amount of chasing.

However, "stalking" candidates as I know some recruiters definitely tend to do is not a best practice.

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Comment by Recruiterdude on March 24, 2008 at 9:28am

Thanks for your comments. I absolutely agree with your assessment of keeping those candidates in your pipeline that you just know are right for the opportunity you have. All too often, recruiters get involved in the "stalking" game and that is just not productive.


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