For the most part, recruiting programs have shifted from being order takers to taking on a more consultative and strategic role at their companies.
In today’s round-table session, we talk through ways that recruiters can be “consultative” with their hiring managers and hiring teams.
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
|Name & LinkedIn Profile||Group||Title||Company|
|Andy Marchetti||TA Leaders||Director, IT Recruiting||XPO Logistics|
|Colin Russell||Recruiting LA||Manager, Talent Acquisition||Cluster|
|Diane Karija||Recruiting Chicago||Senior Manager Talent Acquisition | Recruiter||Fresenius Kabi USA|
|Katherine Dahlke||TA Leaders||Director Talent Acquisition||Oneida Nation Enterprises, LLC|
|Sherry Sims||TA Leaders||Founder/CEO||BrightView|
We asked our attendees, “What is one tactic that you use to be “consultative” to your hiring managers?”
Here are their answers:
- A workback calendar to allay anxiety about timing, educating them helps
- accurate data
- Active listening
- advise them
- ASK --> LISTEN 50% MORE THAN TALKING --> RECOMMEND
- Ask a lot of questions that allow them to self-evaluate their decisions and the makeup of their team
- Ask lots of questions, listen actively, take notes and follow up / allow them to edit
- Ask more questions.
- ask open ended Q
- Ask questions.
- Asking why and other questions to guide the hiring manager
- Attend team meetings
- Be proactive with communication. Have an intake meeting with them prior to working on any requisition/seach for them.
- become a partner not a vendor
- being an advocate for them within HR
- bring data on hires if possible
- build trust
- Checking in beginning and end of the week with updates.
- data insights
- Define my typical recruiting/presentation process and then encourage them to provide adjustments that fit their needs.
- education them on the marketplace, and what is important to the candidates you are speaking with.
- Giving a balanced (pro/con) of each candidate - no candidate is perfect
- Go to the intake meeting with information about the job market and setting expectations regarding communication and feedback.
- having a recruiting strategy meeting at the beginning of the process
- help them understand they are in sales
- I always use the word recommend when suggesting a strategy
- I hold a kickoff call and I also establish an SLA with the HM of what the expectations are for both parties.
- Indeed analytics, Tableau
- Inquire about forecasting and business projections
- Intake session (timelines, critical path, demographic/regional info)
- Knowing their business.
- Listen and understand before excuting
- listen to their long term career goals and remind/ encourage them to make decisions towards the end result in mind.
- Listen to their needs
- Maintain an open relationship with hiring managers
- Making them aware of the market and where we stand against the competition. Must be able to push back when needed.
- need to first gain their trust
- Observe what is not done as well as what is
- Open dialogue and debriefing meeting
- Open discussion for asking key questions
- Proactive resources
- Provide data
- Provide market data on open job requisition
- Provide them with market intel
- Providing industry trends/stats, interviewing tips and importance of having an excellent candidate experience
- Providing profiles for the manager to review prior to our initial strategy meeting.
- Providing the candidate's motivations for possibly making a move.
- Push for Job Descriptions review & updates.
- Recruiting Game Plan before recruit starts
- Research new and innovative ways to perform
- Set up bi- weekly meeting to share information and updates
- Share labor market data during intake call
- share the EVP
- Sharing information on market dynamics
- Sharing market data
- Strategizing creative ways to fill a req
- Transparency, lay out all the information
- understand the market
- Use market data to support offer negotiations
- weekly check in meetings
- Weekly roundtable meetings
Chat Messages from the Session…
10:10:51 >> From Maureen Daly : What specific engineering is in demand right now in your company?
10:11:37 >> From Catherine Hansen : @All, what do you say to a hiring manager who views recruiting as a service organization, vs a partner? Common in startups
10:13:53 >> From Steven Green to All panelists : How do you overcome hiring manager bias to only look at industry-specific talent vs. cross-industry?
10:16:25 >> From Heidi Gorman : How do you all ensure that you are partnering with hiring managers in D&I strategic recruitment initiatives and efforts?
10:18:46 >> From Steven Green : Have you offered or utilized specific developmental effort to ensure recruiters develop skills as true talent consultants? What has worked best for you all?
10:18:51 >> From Daniella McDonald : I think consultative also includes providing market data, insights about candidate pools, competition
10:20:05 >> From Steven Green : Great idea on introducing market supply/demand data. What data sources have been most credible and meaningful?
10:20:27 >> From Destiny Quinn : I require a Kickoff Call to discuss the role – I do not call it an “Intake Meeting”, as we are not order-takers.
10:20:50 >> From Thea Cassia to All panelists : @Steven Green – we use LinkedIn Talent Insights, but there are numerous platforms. Gartner has a data platform and so does Emsi.
10:21:02 >> From Catherine Hansen : Yes, I have observed 1st yr departures due to poor on- boarding or role being poorly scoped/defined
10:21:07 >> From richard ku to All panelists : CareerBuilder has a supply/demand tool you can use
10:21:31 >> From Heidi Gorman : Intake calls are critical. Love that line, Destiny. Definitely not order takers. We are critical stakeholders/business partners and have a voice at the table, too.
10:21:38 >> From richard ku to All panelists : SeekOut has another a different version where it shows you where the candidates are located based on your search criteria
10:21:39 >> From Daniella McDonald : @Steven I have used LinkedIn. CareerBuilder used to have supply and demand data.
10:22:20 >> From Destiny Quinn : I let my HMs know that I will “go to market” with the HM’s requests – then I will meet with them by end of the week and showing them that “purple squirrel” they want for not enough $$ isn’t realistic but here’s what you need to pay should you want that skillset.
10:22:46 >> From Steven Green : Thanks, Daniella.
10:23:48 >> From Destiny Quinn : I also show them market data on the other profiles that might be closer to fit their budget and that we may need to tweak their requirements.
10:28:39 >> From Steven Green : As a successful practice: Did LinkedIn Lunch and Learns for busy manager groups, showing how they could leverage their networks to assist in supporting pipelining for skilled talent (cold and warm leads). Also reinforced why their participation in the pipelining effort was essential (not just for recruiters).
10:30:02 >> From Jessica Marotta : +1 “street cred”
10:30:16 >> From Destiny Quinn : I love that @Katherine!
10:30:57 >> From Jessica Marotta : GO Katherine!
10:30:58 >> From Catherine Hansen : Yay Katherine
10:31:04 >> From Heidi Gorman : Good for you, @Katherine! Advocating for yourself but also showing value proposition
10:32:21 >> From Destiny Quinn : What makes this a great career move?
10:33:15 >> From Steven Green : Good advice, Katherine!
10:34:01 >> From Destiny Quinn : Exactly Katherine!
10:34:56 >> From Antoinette Williams : that’s how i train recruiters.
10:35:08 >> From Jessica Shew : We have our TAs at the more senior level mentor the less experienced TAs
10:35:10 >> From Daniella McDonald : Being a partner with hiring managers is consultative. It’s their job to hire, recruiters are support.
10:43:47 >> From Jessica Shew : For high profile roles, we will do Post mortem
10:44:18 >> From Mary-Ellen Messer : I like to talk about that during the initial “intake” meeting and ask the Hiring Managers what could have been done better the last time you were recruiting for this position.
10:56:06 >> From Mikaela Moore to All panelists : That’s great!!
10:56:25 >> From Dan Shortall : That is an excellent point Sean Rehder- face time is key!
10:57:19 >> From Maureen Daly : In the kick off call, I ask the HM their preference on how to communicate.
10:57:37 >> From Daniella McDonald : Great topic and conversation today. Thank you to everyone!
10:57:40 >> From Maalikah Yorke : This was great information! Thank you!
10:57:41 >> From Jessica Marotta : Such a great conversation! Thank you everyone!
10:57:44 >> From Heidi Gorman : Virtual recruitment is here to stay. Thank you all for your wonderful feedback and input.
10:57:46 >> From Maureen Daly : Thanks everyone!
10:57:52 >> From Stacey Kramer : Great info – thanks everyone!
10:58:07 >> From John Merciadez : Any good resources for an ‘interview playbook’ for interview teams and HM’s?
10:58:24 >> From Guiti Nabavi to All panelists : Sorry missed something.. what was green belt?
10:59:23 >> From Katherine Dahlke to Guiti Nabavi and all panelists : Six Sigma Green Belt – got certified to gain credibility with the business
10:59:48 >> From Guiti Nabavi to All panelists : Thanks 🙂
11:00:20 >> From Susandhya Narayani to All panelists : Very insightful session! Thanks everyone
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Dan Baker||Recruiting Atlanta||Senior Corporate Recruiter||Healthstat|
|Antoinette Williams||Recruiting Atlanta||Recruiter||KNAPP|
|David Anderson||Recruiting Boston||Recruiting Consultant||Takeda|
|Connie Cheung||Recruiting Boston||Talent Acquisition||adidas|
|Mary-Ellen Messer||Recruiting Boston||Senior Talent Acquisition Specialist||Casa Systems|
|Eileen Flynn||Recruiting Boston||Creative Talent Acquisition Manager / Sr. Creative Recruiter||Wolverine Worldwide|
|Sean Fennelly||Recruiting Boston||Senior Corporate Recruiter||Cole Haan|
|Jessica Marotta||Recruiting Boston||Principal, Talent Acquisition||Forrester|
|Cindy McWilliams||Recruiting Chicago||Talent Manager||American College of Surgeons|
|Heidi Gorman||Recruiting Chicago||Senior Executive Recruiter||Cheil North America|
|Thea Cassia||Recruiting Chicago||Program Lead, Talent Acquisition - International & Strategic Initiatives||CDW|
|Sarah Schaefer||Recruiting Chicago||Senior Recruiter||Fresenius Kabi USA|
|Linsee Mathews||Recruiting Dallas||Talent Acquisition Specialist||Apex Capital Corp|
|Brandon Barber||Recruiting Dallas||Senior Technical Recruiter||Hilton Worldwide|
|Jonelle Wilson||Recruiting Dallas||Sr. Business Consultant, HR/Talent||Childrens Health|
|Amy Westbrook||Recruiting Dallas||Senior Corporate Recruiter||Nielsen|
|Matt Fox||Recruiting DCBmore||Technical Recruiter||AMERICAN SYSTEMS|
|Allyson Leszman||Recruiting Denver||Talent Acquisition / Operations Transformation||Looking for Work|
|Mary Chandler||Recruiting Denver||Senior Technology Recruiter||FIS|
|Rose Nolen||Recruiting Houston||Election Judge, HR Corporate Recruitment||Harris County Clerk|
|Vira Garcia||Recruiting Houston||Director of Recruiting||vcfo|
|Cindy Wong||Recruiting LA||Sr. Talent Acquisition Specialist||Princess Cruises|
|Caroldean Ross||Recruiting LA||Construction Recruiter | Multifamily||Carmel Partners|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Lance Hunsicker||Recruiting LA||Executive Recruiter||Parsons Corporation|
|Michelle McKnight||Recruiting LA||Senior Recruiter||Herbalife|
|Matt Englund||Recruiting Minneapolis||Talent Acquisition Leader||Nerdery|
|Christine Smith||Recruiting Minneapolis||Senior Corporate IT Recruiter||CommScope|
|Caitlin Braulick||Recruiting Minneapolis||Talent Acquisition Specialist||H.B. Fuller|
|Lauren Melton||Recruiting Nashville||Corporate Recruiter||Gresham Smith|
|Lori Rinn||Recruiting NYC||Sr Executive HR Recruiter||Franklin Templeton|
|Betty Zabs||Recruiting Phoenix||Senior Corporate Recruiter||Nordstrom|
|Maureen Daly||Recruiting Seattle||Talent Acuuisition Consultant||Rose International|
|John Merciadez||Recruiting Seattle||Senior Technical Recruiter||zulily|
|Farron McDonald||Recruiting Seattle||Senior Talent Acquisition, Leadership||Tesla|
|Jessica Burgess||Recruiting Seattle||Director, Talent Acquisition||Zones|
|Thom Macfarlane||Recruiting Seattle||Sourcing Recruiter||F5 Networks|
|Radhika Aggarwal||Recruiting SFBA||Senior Technical Recruiter||Macy's|
|Catherine Hansen||Recruiting SFBA||Senior Manager, Recruiting||Hippo Insurance|
|Susandhya N||Recruiting SFBA||Talent Acquisition Lead||WinWire Technologies|
|Mikaela Moore||Recruiting.Work||Recruiter||Charter Communications|
|Katie Hoffmeister||Recruiting.Work||Talent Acquisition Recruiter||H&A Architects & Engineers|
|Tracey Saccani||TA Leaders||Head of Talent Acquisition||Air Products|
|Destiny Quinn||TA Leaders||Assistant Vice President, Talent Acquisition||Corvee|
|Guiti Nabavi||TA Leaders||Director Talent Acquisition||MyVest|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Bennett Yang||TA Leaders||Director Talent Acquisition||SoundHound|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Steven Green||TA Leaders||Vice President | Global Project Lead – Associate Recruiting |Global Human Resources||Looking for Work|
|Jessica Shew||TA Leaders||Director, Talent Acquisition||Irvine Company|
|Manisha Bavabhai||TA Leaders||Head of Recruiting||Hudson MX|
|Glenn Murani||TA Leaders||Director of Talent Acquisition||Optima Global Solutions|
|Nancee Martin||TA Leaders||Managing Director Corporate Recruiting||AvAirPros|
|Stacey Kramer||TA Leaders||Director, Recruiting||314e Corporation|
|Dan Shortall||TA Leaders||Sr. Director of Strategic Staffing||Global Conductor|
|Lisa Trujillo||TA Leaders||Director of Talent Acquisition||Clear Capital|
|John Capozzi||TA Leaders||Director of Recruiting and Retention||On-Ramps To Careers|