I recently ran an exercise with my recruiting department designed to look at how we do our jobs as Corporate Recruiters, we used the Recruiter 10-Factor Evaluation (available through Adler Concepts).

I firstly introduced the team to the general Guideline that there are 10 Factors you should consider before deciding if you really are a recruiter. I asked them to discuss in a group and list the factors they thought would be the ten factors before sharing the 10-Factor Evaluation with them.

What are the 10 Factors:

  1. Delivering Results
  2. Knowing the Job
  3. Finding the Best Active Candidates
  4. Finding the Best Less Active/Passive Candidates
  5. Managing the Process
  6. Knowing the Market
  7. Influencing the Hiring Decision
  8. Influencing Candidates Throughout the Hiring Process
  9. Conducting Professional and Accurate Interviews
  10. Working With the Team

It was interesting to see that whilst in general the team mentioned most of the factors, not all were included in their lists put together themselves. You could say that through different variations of specific tasks listed, they did meet the full 10 factors, but it was interesting to see a task based approach taken by the team.

Before discussing each individual factor with the team, I asked them to individually look at each factor and to rate themselves on how well they perform against each of those factors. The team was then split in to two groups and asked to look at:

What do they need to change?
What do they do well?
What don’t they do so well?
What training do they need to become not only a good recruiter but an excellent recruiter?

Interestingly factors 5 through to 8 inclusive were the areas in which most people felt they were not so strong or needed further development in.

We then came back as one team and discussed together. We took a look at each individual factor and the teams were asked to define their definition for each factor, the two teams shared theirs and then I gave them a suggested definition as follows:

1. Delivering Results - A good recruiter consistently fills most jobs on time, often with top people.

Recruiters must be able to hit their numbers. This means consistently filling all of the vacancy requests assigned to them month-after-month. If the backlog is increasing you have a problem. You can’t be passive.

2. Knowing the Job - A good recruiter has a solid understanding of real job needs. They always get clarification

Good recruiters must know the job, and not rely on the Job Description. Recruiters need to know what the person holding the job needs to do to be considered successful. Otherwise, you’re just guessing and box checking.

3. Finding the Best Active Candidates
- A good recruiter is strong in using basic systems and uses a variety of other good techniques

Recruiters must be able to find the best active candidates quickly. This means writing great ads, knowing what boards to use, and using their assessment skills to mine through resumes quickly and accurately.

4. Finding the Best Les Active/Passive Candidates
- A good recruiter will obtain good candidates through networking and referrals.

They are assertive, if you’re only sourcing candidates, you’re not really a recruiter. Recruiters must be able to build instant networks of top people and convince them to consider their jobs even when they say “no”.

5. Managing the Process
- A good recruiter can manage multiple assignments using a variety of tools.

A Well organized recruiter will always have too much to do and things always go wrong. Managing all of the issues is a critical skill. Hiring one person is tough enough. Keeping everything moving while staying on top of it all is the essence of an exceptional recruiter.

6. Knowing the Market
- A good recruiter is quite knowledgeable about industry, trends and employment issues –

Recruiters must be on top of all of the issues in their area of expertise. This means knowing compensation ranges, the best places to find top people, and what’s happening in their industry.

Using this information is how you will then convince candidates and hiring managers YOU are the expert.

7. Influencing the Hiring Decision
- A good recruiter adds much value at this stage. They understand candidate and hiring manager as well as the job needs.

Recruiters must exert influence on their hiring manager clients at every stage. This means haggling about job requirements, candidate competency, and how to negotiate offers.

The best recruiters are involved at each step in the hiring process and push their candidates forward despite differences.

8. Influencing Candidates throughout the Hiring Process
- A good recruiter provides good advice and is seen by the candidate as an advocate.

The best people always have other opportunities. Keeping them involved and interested in your job is the core of recruiting. This means knowing the job, the candidate, the market, the possible scenarios that may make the candidate decide on another opportunity. 

An excellent recruiter will be good at presenting a persuasive case as to why offers should be accepted even if they don’t meet salary expectations.

9. Conducting Professional and Accurate Interviews
- A good recruiter uses multiple questions/tools to assess during the interview, they display - Solid questioning skills, they are pretty accurate, they give input to the hiring process

Recruiters must be thorough and competent assessors of talent. This means knowing what questions to ask, interpreting the results correctly, and defending the candidate to the hiring team.

You know you’re at the top of your game when you lead panel interviews and the debriefing session.

10. Working With the Team
- A good recruiter works well with team to improve process. Takes initiative to help others

Forget the Lone Ranger stuff. In a corporate environment recruiters must work with a wide variety of people, some not so great.

Influencing their decisions and keeping the process moving forward is what teamwork and cooperation is all about.

Follow up:
Following on from the discussion of each individual factor, each team member then discussed individually what they had learnt from the exercise, what they needed help with and how it would benefit them.

We came out with a number of topics and ideas from the session including topics that could be presented by different individuals within the team who had key strengths in certain areas.

In conclusion the whole point of the exercise is that whilst we may all think we are the ‘Masters of the Recruiting Universe’, sometimes we need to take that step back, get out of our everyday environment, look at how we work and before we even look at advanced recruiting techniques, make sure we get the basics correct first.

“Develop a passion for learning. If you do, you will never cease to grow” – Anthony J. D’Angelo

by Paul Myers is the Head of Staffing EMEA at Regus FSSC s.r.o. In his role at Regus he is responsible for the complete recruitment process across 54 countries in the EMEA region all managed through a centralised staffing team based in Prague and amounting to some 900 hires per year.

Paul is also a Director in Advisory and Recruiting services at Boutique Partners CEE focused on business consulting, supporting both recruitment process solutions and Specialist recruitment.

Always willing to share ideas and knowledge you can contact Paul here:

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