Now that you have learned everything about getting the right CRM software, let us talk about how you can hire good recruiters to take your recruiting agency to the next level. I will also discuss other things like tracking their performance through different metrics, etc as well. There’s a saying – There is no “I” in a Team. And that, along with some other key things is what you should keep in mind when finding recruiters.
Here are some of the things that I think would serve you well when you are looking to hire recruiters –
People first mentality
This is the most obvious point but you have to figure out if they value people as much as you do. Calling for references from where they previously worked is not a bad idea, too. I mean, would you want someone who aces all the metrics, sure, but is losing the occasional candidate because of their behaviour around candidates? What also matters is how they treat their peers. This is where you can check for references who were their teammates. Are they team players? Are they going the extra mile to help other teammates? Are they willing to learn from their peers to improve in the areas that they are not so good at? Figuring out all of this is the most important thing you can do because one bad employer can change the whole work culture and mindset.
A mixture of youth and experience
While yes, diversity is really important when looking out for employers, trying to find a blend of experienced and not-so-experienced recruiters is key 🔑. Not only will this result in a much exciting work culture but the non-experienced recruiters will have so much to learn from the experienced ones and improve on that. It is all about complementing each others’ skills to improve oneself.
Jack of all trades, master of none
Contrary to popular opinion, a jack of all trades is a much better choice because of the versatility they can offer. This applies in recruiting, too. Since the job heavily depends on handling multiple clients/candidates/leads, doing various tasks, versatility can play a huge part in turning the company into a successful one!
Mock interviews
Interviews are where you can know them AND test their knowledge on certain things. I’d recommend conducting multiple interviews with different scenarios that can help you filter the right recruiters. Demo lead call, candidate calls, candidate screening comes to mind. I would also recommend conducting a couple of tests online to check their analytical and logical skills. Various websites let you conduct a free test in minutes. This will help you understand and test their knowledge in the most basic tasks.
Setting expectations
You set your expectations when you post a job on the job description. But you have to understand what they are expecting from this as well. This is where you will come to know their strengths and weaknesses so that you can improve them, should they join your agency. A lot of job-seekers have a different understanding of the company that they are about to join versus when they join. Please make sure you are transparent in describing your company culture, ethics, what you expect from the employee, etc. Try to involve a couple of recruiters that you already have hired and they can give their opinion on leadership, etc.
Practice makes perfect
Now that you have hired the right group of people, what next? Your work does not and should not stop here. Once they join your company, conduct a week-long training, even if most of your recruiters are experienced in the field. This can help you with a couple of things. A training week is where you can set your work ethics and standards. So you are setting an expectation of how your organization works. The other thing training can help you with is understanding their perspective on certain topics and if they aren’t well versed with those topics, training is where you can iron the issues out.
Bonus point
Now that you have onboarded your recruiters, it is time to set goals. Goals are set via KPI’s (Key Performance Indicators). Most CRM systems offer this natively. So does Recruitly. You can set which KPI’s do you want to use as a benchmark metric to keep a track of your recruiters’ performance in various scenarios. For example – You can set them a target for Leads Converted, Deals Closed, etc.
Conclusion
Of course, these are not the “golden rules” to find the perfect recruiter for your recruiting agency. What these are, however, are points that can help you lay the foundation for when you are looking for recruiters and build on this based on your organizational needs. Also, just to reiterate what I said in the blog about scaling up, it is not necessary to hire recruiters, the first day you open a recruiting firm. Because of CRM software, all the mundane and repetitive tasks are being taken care of automatically. Scheduling meetings, sending emails, storing information has never been easier than now.
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