• http://www.jpkreiss.com John Kreiss

    I like your points, especially about social media. Less broadcasting, and more listening.

  • http://www.techtrak.com Maureen Sharib

    Wonderfully sound advice, as always! I think your #1 and #2 could be said to reflect this advice of Goethe’s, too:

    “Whatever you can do or dream you can, begin it. Boldness has genius, power and magic in it. Begin it now.”

    I find more work is lost because it is delayed.

  • http://www.inboundrecruiter.com Brian Kevin Johnston

    Excellent content Howard… I have found Time and Health are our biggest assets… Guarding and respecting them is mission critical to maintain a high level of confidence, persuasion, and influence in this dynamic marketplace. Best to ALL…

  • Claudia Toner

    Howard,
    Thank you for your advice. I am an independent IT recruiter and can adapt your comments to help my recruiting efforts with clients. The same procedures and methodologies hold true no matter if I’m a corporate recruiter or an independent.

  • Keith Halperin

    Thanks, Howard. These are very good ideals.
    In a corporate environment:
    6. Think Binary.

    8. People Like Results,

    often have very limited applications as there is frequently much ambiguity, uncertainty, and delay and as much or more emphasis placed on process as on results.

    If I may suggest two alternatives:

    6) CYA: “cover your a**” and

    8) Give your boss(es) what they need to look good.

    Cheers,

    Keith

  • Ty Chartwell

    Excellent Howard!

  • Chris Anderson

    These insights are timeless and a great way to refresh the year. From a leadership perspective, we have a transient profession and this will certainly help level set.

  • http://www.sparkhire.com Josh Tolan

    These are all great tips for how to recruit better in 2013. Guarding your time, your first tip, is extremely important. One way you can shave some time off the hiring process is by replacing the phone screen with a one-way video interview. In a one-way video interview candidates answer written questions on film, allowing recruiters to view them at their convenience. So instead of spending upwards of a half hour on the phone with someone all wrong for the job, you can save time by hitting next after viewing a few 60 second video answers.

  • Howard Adamsky

    John Kreiss, you are right but getting people to listen is no small task. I still struggle.

    Brian Kevin Johnston, you are quite right on not just the time element but especially the health part of it and we tend to take them for granted.

    I used to tell recruiters to do their best to exercise and eat well in presentations. Some seemed to think that had little to do with recruiting. They were wrong.

    Keith, you are right! Results are a beloved commodity.

    Maureen, I agree. Work delayed is opportunity lost. Sad but true.

    Claudia Toner, I think you are right. Good ideas for all in the biz no matter what the role.

    Chris Anderson, never thought of it as a “transient profession” believing that those two words do not go well together but I believe you are right.

    Josh Tolan, I am not sure about this. It might work in certain situations but I can see hard to folks telling you that will not do that. Might work but on a case by case business perhaps?

    My best to you all for a great New Year

  • Keith Halperin

    @ Howard: Thank you.
    @ Josh: a rule of thumb for video interviewing is to use it instead of a F2F interview when the candidate is farther away than a reasonable daily commute. Also, the more effectively that video can replace F2F (for interviewing or other work-related communication), the less necessity there is in having someone there onsite AT ALL.

    Cheers,

    Keith

  • http://www.atplweb.com Naresh Chitturi

    These 10 points are good .They are very use ful for every Recruiter.

    Thank you
    Naresh- Recruiter

  • http://www.brandemix.com Jason Ginsburg

    Social media (#3) and employee referral programs (#9) are two of the most underrated tools in recruiting. Good to see them highlighted here.

  • Howard Adamsky

    Jason, to not work your ERP is a sad loss of talent and potentially great hires. We all need to do more.

  • Ross Clennett

    ‘Let me wait to see the offer letter’ – superb comments, Howard. Yes, yes, yes! The indication that negotiations have concluded is when the offer letter is SENT, not when it is signed and returned.

  • Ryan Stowell

    Great article Howard. I read it twice. More people should quote Goethe…and mentors should buy underlings lunch more often.

  • Howard Adamsky

    Yes indeed. A lunch is in the cards!

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  • https://www.tazio.co.uk/ Matthew Evans

    I think a lot of these headaches can be eased if recruiters adapted to using new online video interviewing software. Employers often spend too much time and money during the recruitment process, when online video interviewing can slash these figures.

    Video interviewing firstly reduces the number of applications from ‘casual’ job seekers and enables recruiters to indentify more suitable candidates from more than scanning their CV.

    With online video interviewing employers can shortlist ideal candidates, not only spending less time scheduling but also improving the quality of applicants that make it to final stage interviews.

    Recruiters can save an unlimited amount of text, audio or video based questions for the online interview so less time is spent repeating questions in first stage interviews.

    Recruiters can share and review applicants’ recorded interviews with colleagues. Again not only saving time on colleagues ‘sitting in’ on interviews but also improving the standard of all new hires.

    As you can see that this adaptation will significantly reduce cost and time consuption throughout the recruitment process, whilst research proves that candidates also prefer this method of application for employment. Companies with large turnover of employment are already taking up this process of recruitment, so its only a matter of time before this change is seen across the board.

  • Craig Danielson

    Working as a HR executive in most of the occasion, I was facing different types of problems related to recruitment process. Every single time I was pressurized and scare about the wrong or right recruitment process; whither the candidate is suitable or not. So therefore I used to follow several source to develop my recruitment strategies and I was amazed to get these above points; I hope this will helpful in my recruitment process. I completely appreciate the entire instruction mentioned here.
    http://www.principlehr.ie/employers/