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
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We asked our attendees, “What is one tactic that you use to be “consultative” to your hiring managers?”
Here are their answers:
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…
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