The Biggest, Most Valuable Recruiting Secrets We Learned This Year

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Honoring an annual tradition for the Recruiting Social team, here are the most valuable lessons we learned in 2016. They might prove useful for you, too!

Brady Bunch collage of the Recruiting Social team

Earlier this year, the Recruiting Social team worked to review and update our company mission, vision, and values statements. As we workshopped and refined what, exactly, we believe and value as an organization, two of the seven values that emerged were learning and growing (there is no end to knowledge, we want more and we chase it) and giving back (we share our successes by giving back, to our teammates, industry, the community around us – to people who can use the help).

In that spirit, and the spirit of the holidays, here are the most valuable lessons each member of our team learned over the past year. Seriously good stuff (hence the super-serious photos):

Sydney Paris

Sydney: Do your research

“Do your research. Take the time to find what other resources your candidates might be using to promote and share their work. Reaching out and connecting with them through other platforms is a great way for them to see that you’ve made an effort and taken time to see what they’re interested in.”

Sydney Paris, Los Angeles-based recruiter

Aleks Keser

Aleks: Listen

“Listen more than you talk. For recruiters, it’s in our nature to love connecting with people and connecting candidates with awesome opportunities. But, before you throw a bunch of information the candidate’s way, ask them a couple of questions first. Absorb the information and then see how you can help them accomplish their career goals with your opportunity.”

Aleks Keser, Toronto-based recruiter

Phil Birchard

Phil: Invest yourself in the role

“Be engaged in not only the communication with candidates and hiring managers, but actually invest yourself in the role itself. If you aren’t excited about an opportunity, don’t be surprised if your candidate isn’t, either.”

Phil Birchard, Vancouver-based recruiter

Teresa Holland

Teresa: Remember what it’s like

“Always keep in mind and empathize with what it’s like to be on the other side of the interview and job search process. I do my best to make candidates feel comfortable by being honest and providing feedback – positive or negative – as soon as possible!”

Teresa Holland, Vancouver-based recruiter

Angela Bortolussi

Angela: Ask for feedback

“A key lesson I learned and benefited from was asking for feedback, welcoming feedback, and acting on feedback. It’s not about sandwiching negative information with a few compliments on the side. For me, it’s about having a more open discussion and brainstorming different solutions together to achieve a common goal. Reality is, we can always benefit from feedback. This year brought many connect-the-dots moments for me, which all came from feedback.”

Angela Bortolussi, Los Angeles-based partner

Christie Corrigan

Christie: Use an appealing value proposition

“Reaching out and engaging candidates is all about creating strong, appealing value propositions that involve the candidate more than you or the company. It’s about communicating how they will get to make a difference in the role and how they will contribute to the culture.”

Christie Corrigan, Vancouver-based recruiter

Christian De Pape

Christian: State your problem well

“Charles Kettering’s maxim that ‘a problem well stated is a problem half solved’ has proven itself true to me many times in the past year. What work – recruiting included – isn’t about solving problems? If you don’t have a complete and clear understanding why you’re hiring or who you’re looking for … man, you’re going to have a way harder time than if you did.”

Christian De Pape, head of brand experience

Danielle Marchant

Danielle: Share what you’ve learned

“With new team members joining our team this year, the importance of training and development became more evident. We are always evolving in skills, communications, tools, and I got to see the team band together to make us stronger as a whole by knowledge-sharing what we’ve learned on our own, and learned from other, like-minded recruiter friends.”

Danielle Marchant, Vancouver-based partner

Michael Soos

Michael: Use social media to start conversations

“The biggest recruiting secret I learned in 2016 was right in front of me … using social media to prospect, build my personal brand, and start conversations. Social media has allowed me to reach talent leaders and hiring managers directly, ensuring I engage decision makers where they look for resources.”

Michael Soos, business development manager, Canada

Marissa Ng

Marissa: Ask questions

“Don’t be afraid to ask questions. Both to your team, and also the candidates you might be speaking to. If you don’t understand something, ask them to elaborate – they love explaining! It’s not a sign of weakness, everyone is constantly learning new things everyday!”

Marissa Ng, Vancouver-based recruiting coordinator

Margaux Macgregor

Margaux: The more you give

“As sales professionals, we are so eager to ask for the sale and fill the pipeline in order to make our goal. I found success and improved relationships with prospects this year by providing useful information and articles that are relevant to their industry. The more you give, the more people are willing to share. Connecting with people, and not just asking for the sale creates trust and a longer term relationship. We are in the business of people, not just numbers.”

Margaux Macgregor, business development manager, U.S.

Lara Pinto

Lara: Be excited!

“If you are looking to engage a candidate or sell them on a new role that they weren’t necessarily looking for, BE EXCITED ABOUT IT! If you, as a recruiter, are not stoked about why you think this would be a great opportunity for them, why would they be? Show them what’s out there and paint a picture of them in their “new role” so they can see it clearly in their minds and get excited with you on the journey.”

Lara Pinto, Vancouver-based recruiter

Chad MacRae

Chad: Practice design thinking

“Finding people to hire is a complex challenge. With the right mindset and tools, you can develop a clear understanding of that challenge and find creative, maybe unorthodox but highly-effective solutions. This is what design thinking is all about. I’ve really gotten to explore the design thinking methodology this past year, and I believe it holds tremendous opportunity to innovate everything about recruitment – from how you manage your process, to the people you select, to how you define talent acquisition within your organization.”

Chad MacRae, founder

Gabriela de Sousa

Gabriela: Get genuinely excited

“As recruiters, I think we underestimate how our energy affects candidates. Candidates can sense a great opportunity just from how we chat with them. When we are genuinely excited about the role we are hiring for, our energy engages a candidate and sparks their interest!”

Gabriela de Sousa, Vancouver-based recruiter

In the spirit of another one of our values, transparency, you can discover Recruiting Social’s full mission, vision, and values in this SlideShare guide.

Christian De Pape, Recruiting Social’s Head of Marketing and Content
About the author

Christian De Pape is the head of brand experience at Recruiting Social. Connect with him on LinkedIn.

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