Mar

31

Top 7 Attributes Needed to be a Superstar Recruiter Today

Posted by: jjohnson | Comments (0)

It always has been a little mystifying to figure out what makes a top-notch recruiter.  Why are some recruiters unable to hook a candidate or seal a deal while others can?  What does a great recruiter look like?  What are the basic attributes needed of every recruiter to ensure top performance?

In working with hundreds of recruiters over the years, I have discovered 7 key attributes that only the best performers seem to have in common.  Attributes can tell us if an individual can do the job by looking at what personal skills or competencies are needed in the job of a recruiter.  The top SEVEN are: Read More→

Mar

29

A Recruiter’s Conundrum: Who is my Real Customer?

Posted by: jjohnson | Comments (0)

In the world of business customer is king. But in the world of recruiting, the concept of “customer” isn’t always so clear. Who is the recruiter’s customer? Who does the recruiter serve?

Is it the company that employs them? Is it the company that pays their fee?  It’s the recruiter’s job to provide their company or client with the right talent at the right time. They identify. They search. They screen. They recruit.  They deliver only the best goods and attempt to keep hiring costs down. In this way they serve one customer: the employer.

If only it were that simple! Read More→

Mar

25

History vs. Hypothetical: What makes for the Best Interview Question?

Posted by: jjohnson | Comments (0)

There is lots of discussion out there about what are the most effective interview questions to truly uncover whether or not a candidate is most likely to succeed in your organization.  Let’s try a non-scientific experiment – Choose between two different approaches to the most effective interview question of all time.

Ask About Work History

Back in 2001, in one of the most emailed recruiting articles to date, our friend Lou Adler determined the single best question to ask in an interview. It took him over 20 years to develop this One-Question interview. His objective was to pierce through generalizations, overcome candidate nervousness, minimize the impact of the candidate’s personality, eliminate exaggeration and actually ascertain if the candidate is competent and motivated. Here it goes. If Lou could ask only one interview question, this would be it: Read More→

Mar

17

Anti-Social Media

Posted by: jjohnson | Comments (4)

I spent the day walking around the ERE Expo in San Diego on Tuesday, talking to technology vendors, recruiting agencies, and corporate recruiters alike.  It was interesting to see how enamored we all are with social media sites like Twitter, LinkedIn and Facebook just to name a few.

Booth after booth, session after session, it seemed almost every discussion focused on a piece of technology designed to eliminate the need for real communication with potential candidates.  Text messages, tweets, and other electronic mediums seem to be the wave of the future for all of us in recruiting. Read More→