At the crossroads of disciplines, recruitment requires a clever mix of skills. This recipe includes a base of HR, a sprinkling of commerce, a hint of marketing, a dash of conviction and negotiation and a splash of active listening. The recruiter is therefore a God (and yes, it’s a recruiter writing this, why do you ask?) with the gift of being in several places at once.
The first port of call: marketing
The working language of the brief must be taken and translated in to clear and comprehensible language for the candidates.
For this you’ll need a translator and, fortunately for you, we can offer you one:
|They must be someone who packs a punch, blows us away, someone who has guts||Do you like challenges and outdoing yourself?|
|They shouldn’t be lacking in get up and go||Must show initiative|
|I want someone who catches on||You know how to immerse yourself in problem areas|
|Somebody who figures things out for themselves, somebody resourceful||You know how to demonstrate independence on topics entrusted to you|
|A killer, a shark, somebody who has their sights fixed high||You like to exceed your goals, you’re ROI minded, with a proven track record|
The first thing it to know the manager’s requirements, and be able to translate them. But, beyond that, one must know how to build a scenario that will speak to the candidates. You have to know how to emphasize the the brief and give it substance in just a few lines.
Through a well-constructed and well-written vacancy, we will attract applications that are relevant to the job, the profile sought, and the company… And, conversely, if the vacancy is not aimed at a particular person then they won’t apply for it or even contemplate it.
Bingo! Your advert is written and now it has to be published on the right platforms. Imagine your advert as being a fishing rod, with your candidates being the fish. Even with the best fishing rod in the world it’s difficult to catch fish in the desert. You need to choose the best spots to catch as many fish as possible. There are dozens of channels available. Find the right ones and take action.
You need to know how to build a scenario
that’s going to resonate with the candidates
You need to know how to build a scenario
Because we’re nice, we’ll give you the lowdown:
- Marketing and sales profiles on Linkedin
- Digital profiles on Twitter/Facebook/Pinterest/Instagram
- Developers on Stackoverflow/Github/CodinGame
- To find junior profiles, turn to school forums
- To find senior profiles, call on the cooptation
Knowing your market means knowing its communication channels.
The second thing: enticement
Great! You now understand the challenges of the post, and you have expressed them in a job advert. You now need to know how to pitch them verbally. Early morning on the subway, while you’re having your sandwich on your lunch break, in the evening after the kids have gone to bed: it is almost impossible to find the ideal time when it comes to trying to win over a candidate. When they come from sourcing, these are generally the only times they are available because they are at work.
Recruitment is a round-the-clock profession. You will need to switch between management controllers, assistants to managers, sales and marketing people, developers… In France and abroad… Junior or Senior… Sometimes friendly, sometimes not. You have to capitalize on your knowledge of professions, teams, and the company to be able to pitch a job at any moment. Pitching on the phone is not just for providing information but also for receiving it. You must practice active listening.
Delivering your routine pitch is all well and good, but finding those great motivation buttons which will steer your candidates to join you is even better. These buttons can be related to money, career, recognition, work-life balance… It’s up to you to find them.
Third thing: negotiation
And, finally, it’s time for the salary proposal phase. All the lights are green and here comes the drama. Your candidate is €20k above budget… You know that feeling, how many times have you found yourself in this situation during negotiations? Knowledge of your candidate’s buttons then becomes crucial to support you. You need to know how to play on internal progression prospects, the working environment, living environment, management… You have to identify your candidate and give them an offer they can’t refuse!
In conclusion, recruitment is a very specific discipline within Human Resources. You need to know how to use all the related disciplines:
- Marketing: writing, marketing automation, communication techniques
- Sales: Business Development, closing technique, elevator pitch
- R&D: Scrum and Lean
- Projects: reverse planning, GANTT, Trello