The Physics of Recruiting- Be a Magnet for Talent

Physics has always fascinated me. (stop laughing)


I've never been labeled a brainiac, but I certainly have enjoyed learning and studying many of the topics that fall into the physics realm. I guess I didn't have enough interest to major in it in college, but Physics was my favorite class in my undergrad studies and I always made A's in Physics. One of my favorite studies was magnetism.

To understand magnetism, we have to first understand what a magnet is. Basically, a magnet is a material or metal that has the ability to attract some metals or it can repel another magnet. Magnetism refers to the force of attraction or repulsion that is caused by the magnetic field surrounding the magnet. Something about the fact that it is not just about attraction but about repulsion appeals to me. So here's where it gets interesting, magnets have a north pole and a south pole. In order to have attraction, opposite poles have to be near each other. If "like" poles are near, the magnetic force actually pushes them apart. Thus the theory that opposites attract.

From a recruiting standpoint, similar forces are at play. And, if YOU (as the recruiter, HR, or hiring manager) are being the magnet, then you should be able to attract the "right" candidates and repulse the wrong candidates. Are you with me? So, as you go through your slate of candidates, you don't necessarily want the candidates you think are saying all the right things. Anyone can practice to do well in an interview. What you need to be looking for are those candidates who have the experience on paper AND who can bring something different to the organization.

That would be attraction.

I think that idea may be drastically different from what really happens most of the time. Hiring managers tend to hire like-minded people with similar backgrounds to their own. And although they would never admit it, they want to bring in little clones of themselves. The challenge is to bring in someone who will have similar goals to the organization but who has skills that complement those of your current staff. By doing that , you are ATTRACTING the right talent and BEING a magnet.

What do you think? Am I right on or completely off target? Let me know in the comments....

Views: 150

Comment by Marsha Keeffer on May 1, 2010 at 3:26pm
Before everything else, great recruiters are in the business of getting what their clients need. Yes, often VPs and directors at Fortune 500 firms want to hire MiniMe. Is it your job as a recruiter to wean them away from that? Maybe and maybe not.

Any candidate has to have the skills to get a seat at the table. That's #1. Presenting that gifted client is why you're a great recruiter with client companies that give you repeat business.

The super recruiter knows how to find candidates that have the right skill set and experience - and more. The sizzle is additional depth. The CPA who has a marketing background. The VP of Sales who gets finance and structures deals that result in meaningful net income. The CEO who creates revenue and is so charismatic that her people will walk over hot coals for her.

It's a real test of a recruiter's professionalism to attract high quality candidates in the right industries, while keeping those for whom there isn't an immediate opening 'warm.'
Comment by Saleem Qureshi on May 3, 2010 at 2:17am
@Trish..Right-O, pulling in the best candidates is the most indispensable job of a recruiter. Recruiters need to fine-tune their recruitment strategies in order increase their odds of attracting candidates. What I think that this challenge can be easily sorted out, if recruiters start becoming a keen observer of latest technology in recruitment industry and implement the new tools to attract and place a right candidate for the right job..
Comment by Pat Meehan on May 26, 2010 at 11:47pm
Trish, this is a very good article!


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