Recruitment Training For Owners - Interviewing Tips For Uncovering Your Next Great Recruiter
My primary goal In attracting my next big billing recruiter during the First Interview is to discover what their career would look like "If they could wave a realistic magic wand.
" After I fully explore that, and that is usually at least a fifteen minute conversation I begin to describe the opportunity.
The key in the first interview is to have them to describe where they want to go and why FIRST, before you explain the opportunity.
Again, you want to discover if their career goals are in alignment with your firm and the role you are hiring into.
Also, like the good recruiters we are, we want to be able to weave their needs into our description of the recruiter career opportunity.
While asking questions I try to keep the conversation as informal as possible and make them as comfortable as possible.
I ask as few of the "normal" interview questions as possible.
Why? I want them to drop their guard! When they drop their guard they reveal more of their "true" self.
They tend to reveal the person that will show up to work vs.
the bright, nice, well spoken person that showed up for the interview.
When discussing the recruiting career opportunity I open with the vision of the career track we offer, the ability to interact with "C" level executives and the ability to in effect, build companies.
I explain in depth the new recruiter training process.
I also counter-balance this with excruciating detail of what success takes.
It is important to challenge your prospect with something to the effect of "I am not sure if you can handle this.
" People love a challenge.
I have even said in interviews, that "this doesn't appear in alignment with your aspirations".
They do one of two things.
First, they might agree, great, interview over.
Second, they usually defend why they are in fact IN alignment.
Again, great! In effect I am putting them in a position to ask, no, even BEG for the opportunity.
One axiom of life that has served me well is that I fully believe people want what they can NOT have! In the interview I am always interested in what they say, but indifferent to selling them.
Your recruiter prospects antennae go up when they are being "sold".
Following this axiom, at the end of the interview I tell them that we have discussed a lot of information and I instruct them to think about it overnight.
It is natural for a candidate to leave a 90 minute interview and come up with numerous questions after they leave and we discuss this.
Then I tell them to call me "before the close of business tomorrow" if they are still interested to set up the next meeting, not interview-- meeting.
I never hear back from 25% of the people and I NEVER call them.
Once you start chasing, again, you will always chase them.
Most call the next day and we arrange the second meeting.
(Who is seeking whom here?)
" After I fully explore that, and that is usually at least a fifteen minute conversation I begin to describe the opportunity.
The key in the first interview is to have them to describe where they want to go and why FIRST, before you explain the opportunity.
Again, you want to discover if their career goals are in alignment with your firm and the role you are hiring into.
Also, like the good recruiters we are, we want to be able to weave their needs into our description of the recruiter career opportunity.
While asking questions I try to keep the conversation as informal as possible and make them as comfortable as possible.
I ask as few of the "normal" interview questions as possible.
Why? I want them to drop their guard! When they drop their guard they reveal more of their "true" self.
They tend to reveal the person that will show up to work vs.
the bright, nice, well spoken person that showed up for the interview.
When discussing the recruiting career opportunity I open with the vision of the career track we offer, the ability to interact with "C" level executives and the ability to in effect, build companies.
I explain in depth the new recruiter training process.
I also counter-balance this with excruciating detail of what success takes.
It is important to challenge your prospect with something to the effect of "I am not sure if you can handle this.
" People love a challenge.
I have even said in interviews, that "this doesn't appear in alignment with your aspirations".
They do one of two things.
First, they might agree, great, interview over.
Second, they usually defend why they are in fact IN alignment.
Again, great! In effect I am putting them in a position to ask, no, even BEG for the opportunity.
One axiom of life that has served me well is that I fully believe people want what they can NOT have! In the interview I am always interested in what they say, but indifferent to selling them.
Your recruiter prospects antennae go up when they are being "sold".
Following this axiom, at the end of the interview I tell them that we have discussed a lot of information and I instruct them to think about it overnight.
It is natural for a candidate to leave a 90 minute interview and come up with numerous questions after they leave and we discuss this.
Then I tell them to call me "before the close of business tomorrow" if they are still interested to set up the next meeting, not interview-- meeting.
I never hear back from 25% of the people and I NEVER call them.
Once you start chasing, again, you will always chase them.
Most call the next day and we arrange the second meeting.
(Who is seeking whom here?)
