Serious Recruiting Secrets from 11 Not-So-Serious Recruiters

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Recruiting Social team members reveal the most valuable insights we gained in 2015. Our little holiday gift to you! Tweet it

Recruiting Social team members in kooky photographs

It’s the time of year to be generous, so we’re shelling out big-time. The members of the Recruiting Social team are revealing our top recruiting secrets gained in 2015. The stuff that has helped make each of us a better recruiter over the course of the year.

Seriously good stuff (hence the super-serious photos). It’s our way of saying “Happy Holidays!”

Just for you:


Heart-eyes emoji dude, eating a taco

Chad: Immerse yourself to find the right fit

“Don’t be afraid to move seats for a day or two and sit in the department you’re recruiting for, to soak it all in. Attend daily stand-up meetings, or ask to job shadow. Write down some of the key words that come to mind when assessing the environment. Is it collaborative? Open? High energy? Ask the team members around you for some feedback, too. Doing this will align you with your business partners and show that you are committed to hiring the best team members to add to their ‘family’.” —Tweet it

Chad MacRae, Founder and Principal Recruiter, Los Angeles office, @HeRecruits


Lara Pinto, recruiter at Recruiting Social

Lara: Give candidates the human experience

“Often as recruiters there are mandatory questions we must ask candidates. But they can sense if you are reading a template, because reading questions off a list can come across as robotic. So be yourself! Use your strengths to engage candidates – make them laugh, be honest, empathize, brighten their day. Candidates will be more receptive to the opportunity you’re selling them on if you gain their trust.” —Tweet it

Lara Pinto, Recruiter, Vancouver office, @LaraRecruits


Barb Agostini, partner at Recruiting Social

Barb: Google is *king* for finding talent

“No matter where the people you’re looking for exist, a Boolean search in Google will uncover your pipeline across the open web – from social media, niche sites, open resume databases, portfolios … The best investment you can make to improve your access to top talent sourcing support.” —Tweet it

Barb Agostini, Partner, Vancouver office, @BarbAgostini


Angel Lawler, recruiter at Recruiting Social

Angel: Be open and honest

“If a candidate is not a good fit for the role you are working on, or their resume needs work, or their interview skills aren’t up to snuff, tell them. Helping someone in their pursuit of fulfilling work, even if it doesn’t benefit you, is the best way to build long lasting and mutually beneficial relationships. You never know who will cross your path again in the future.” —Tweet it

Angel Lawler, Recruiter, Los Angeles office@AngelRecruits


Angela Bortolussi, recruiting manager at Recruiting Social

Angela: Meet future candidates at Meetups

“They’re a great way to get to know talent on a more personal level. Don’t go there to find candidates immediately, but to become involved in the community of talent and become a member of it, not just someone who is there to make placements. Although this may seem like a big investment in the beginning, it pays off in the end.” —Tweet it

Angela Bortolussi, Recruiting Manager, Vancouver and Los Angeles offices, @abortolusssi


Gabriela de Sousa, recruiter at Recruiting Social

Gabriela: Act quick!

“The candidate market is constantly changing so it’s extremely important to reach out to potential candidates with urgency. Even if a candidate doesn’t fit your job description to the ‘T’, take the opportunity to reach out – you just might be pleasantly surprised when you engage with them!” —Tweet it

Gabriela de Sousa, Recruiter, Vancouver office, @RecruitGabriela


Lily Weiner, content coordinator at Recruiting Social

Lily: Don’t undervalue research

“Through research you can understand your candidates on a more human level, ensuring deeper and more meaningful interactions. This guarantees, in both your online and in-person communications, a better a candidate experience.” —Tweet it

Lily Weiner, Content Coordinator, Los Angeles office, @LilyWeiner


Christian De Pape, head of content and marketing at Recruiting Social

Christian: Get comfortable with feelings

“Your company wants to make rational hiring choices, and your recruitment process and job reqs reflect that. But candidates – people – don’t think that way. Like all humans, they’re emotional, irrational creatures. They want to feel good, feel part of something bigger than themselves, feel like they have positive momentum. As a recruiter, you’ll hold tremendous power to attract people to your company if you get comfortable talking about and appealing to those feelings.” —Tweet it

Christian De Pape, Head of Marketing and Content, Los Angeles office, @ChristianDePape


Christie Corrigan, recruiter at Recruiting Social

Christie: Hunt talent on their home turf

“Use social recruiting practices to hunt down talent in channels that they use on a daily basis. Whether it’s Facebook groups, Instagram hashtags, or LinkedIn groups. Learn where your target candidate likes to go to discuss and learn more about their trade, and find them there.” —Tweet it

Christie Corrigan, Recruiter, Vancouver office, @CCorriganHR


Danielle Marchant, recruiting manager at Recruiting Social

Danielle: Stand out with authenticity

“First impressions are everything, especially in a space where people are vying for the same attention; ditch the templates and start creating organic conversation! Being authentically passionate about what you do and what your company represents is contagious – your candidates should feel that!” —Tweet it

Danielle Marchant, Recruiting Manager, Vancouver Office, @SheRecruits


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