The Recruiting Profession is unique because you have people on both sides of your process, the hiring authority and candidates you present. Learn how your attitude and expectations have a direct impact your level of success and how to change your focus from problems to actions that result in hires.
- I want you to imagine for a moment the challenge of closing a deal when you've got people on both sides of your sale who change their opinions; sometimes they change facts, sometimes they have other deals that are pending; their time frame changes, often their priorities can change. What I've just described is the recruiting profession closing process. And as a result, the success in this profession is really impacted by your attitude and expectations, because it's not easy to close deals when you have all those parameters that you're working within, and it's not easy to attract top talent.
But every day, you've got a choice regarding your attitude. Really, when you wake up in the morning, you can choose to have a great day, or you can choose to say, "This is going to be one of those days", and you're going to spend the entire day proving yourself right. In reality, self-talk creates self-image, which does create real performance. And this is often referred to as a self-fulfilling prophecy. If you think you can, or you think you can't do something, you're right. But the facts are you're responsible for your success and no one else.
You know, in our profession, you have to really immediately go from problems to solution, and you can control your attitude. Your success in our profession is determined by two things: 10% on what happens to you and 90% on how you react. In our profession, the best decision often is to decide not to react. It is not easy to be motivated and invigorated every day. Recruiting is a sales profession and we have people on both sides, so there's going to be disappointment, so there's going to be frustrating things that happen.
I'll give you an example: a hiring authority who decides to put a hire on hold after you've done tremendous work, or a candidate who turns down a job that you knew they were going to accept. When this type of disappointment happens, there's two attitudes you need to adopt: "So what? Now what?" and "Next!", because that will take you from the problem to the solution. You want to change your focus from problems to the actions you can take that can actually solve these issues, and that helps keep you motivated on a daily basis. You also have to ignore anyone or anything that is negative.
I've often shared with recruiters that they should never watch the news because we know that good doesn't sell newspapers or advertising, it's negative news, and if you listen to what they said in the newspapers and on TV, or the employment reports, you would think that there are no jobs available, and that it would be much harder than it is for us to find talent. That's why you ignore the negative; I refer to those people as noise. Eliminate the noise in your life. Focus on those people that are backing what you're doing. And understand also that there's a lot of confusion with hiring authorities and candidates, because no recruiters conduct themselves in the exact same way.
In a way, that's great, I mean you put your own personality into how you do your job. Every staffing and recruiting firm does those things a little bit differently, which is why a solution would be to provide written expectations. What you want to do is provide a hiring authority with expectations. Let them know what they can expect from you and what you need from them to attract the people that they are going to hire. And then on the candidates' side, give them the expectations that they can expect from you and what you need from them to find a job that they're going to accept.
And what expectations do, it just eliminates misunderstandings and confusions. And what you want to do is you want to set a criteria where you're going to develop a lifetime relationship with your hiring authorities and your candidates, because you know what this is going to do. It's not going to make you more successful. It's going to help differentiate you from other recruiters. If you want to become a successful recruiter, you've got to maintain that positive attitude and provide the written expectations because what that's going to basically result in is you're going to enjoy a successful recruiting career.
Barb outlines recruiting best practices, such as how to embrace attitudes and expectations for success, how to best use your time, and how to overcome common objections from employers and candidates. She also addresses the change in recruiting from a mostly verbal and face-to-face communication into the new era of data-driven social and mobile connections. In addition, she provides guidance on how to establish rapport and trust with hiring authorities and attract top talent, as well as techniques for negotiating, closing, and retaining clients and candidates for the long term.
- Develop the right attitude and expectations for recruiting.
- Use different recruiting methods, including websites and social media.
- Differentiate yourself to employers by positioning your services as a solution.
- Identify a company's hiring needs.
- Determine how to attract top talent.
- Build rapport and trust with candidates.
- Identify the right metrics to track your success.