8 Jaw-Dropping Lessons from Top Recruiting Leaders
There is more career advice floating around out there than socks in a dryer on laundry day, but it’s all pretty much the same: how to network, build a resume, interview, etc. But not this advice. Hear from seasoned recruiting leaders on the advice you don’t often get to hear. We asked our leadership team for their top advice whether it be towards recruiting leaders, candidates, or hiring managers. We left it open-ended. Here is what we learned.
With over 25 years of recruiting leadership, I've learned countless lessons. Some from great leaders around me, some through experimentation, and others through failure. Ultimately, the topics that will get recruiting leaders in the hottest water boil down to two things:
Protecting Your Team
A recruiting leader is only as good as their team. I've seen far too many recruiting leaders (and many business leaders) who focus all their energy on pleasing the people above them in an organization. They are more concerned with how they present themselves to senior leadership and less concerned with what their peers and direct reports think of them. It's the obligation of the recruiting leader to nurture and provide air cover for their team. We all know that there is a lot of pressure put on recruiters, some of it realistic, and some of it unrealistic. You don’t need to coddle your recruiters, but you do need to have their backs. A recruiting leader who has the respect of the team will have a team that will work hard for them. A recruiting leader who doesn't have the team's respect will be managing a team that's ready for the first opportunity out. You can continue to look good to all the senior folks in your organization and alienate the team, but at the end of the day, if you lose your team, you're going to get the door regardless.
Candidate Experience
People often underestimate the importance of this. I've become even more aware of it since going into the executive search world. You need to put as much emphasis on building strong candidate relationships as you do on building business relationships. If your company has a bad reputation in recruiting, good luck getting people interested in joining. If people aren't interested in joining, good luck keeping your job. The crazy thing about this is the bar is so low in today's world. Candidates aren't expecting a red carpet or a call every day to give them an update. They want someone to say, "Hey, I'll get back to you with an update next week because the hiring manager is traveling." Maybe they want you to tell them that the interview didn't go as well as you would have hoped and the hiring manager is passing. The bottom line is that candidates want to avoid the black hole of recruiting where they just get ghosted. Just send an update, and you will find that candidates will appreciate you whether they ultimately get the job or not.
With a career spanning 25 years in recruiting, from search firms to global tech companies to adidas, and now as an entrepreneur, I’ve definitely learned a lot of lessons along the way. Enough to probably write a book. But here are some of the ones that are top of mind.
Read Between the Lines
When you hear this from a hiring manager, run the other way. You have heard the adage that interviews are two-sided; it’s as much the candidate evaluating the company as it is the company evaluating the candidate. That’s true, and you should be listening to cues from the hiring manager on their style and the company’s culture. As an example, if a hiring manager says that they are looking for someone to come in and “save the day,” this is never a good sign. If they can’t currently save themselves, how is someone new to their culture going to come in and save them? There is no miracle cure for bad cultures unless it’s changed from the top. So if you have a dysfunctional team and they are asking you to solve it, I’d be skeptical. It’s not to say you aren’t up for the challenge, but you should dig into what the issues are before signing up. If it’s political and the leadership is not united, and you are being asked to solve it, that’s a scenario I’d seriously reconsider. This advice is less about this specific example and more about digging in deeper when you hear something that doesn’t sit right. Don’t be combative, but probe, and really understand what you are being asked to do. This leads me to my next piece of advice.
Never Accept a Job out of Desperation
Don’t ever accept a job out of desperation. Look, the job market has been all over the place, so I completely understand that when you have one in your hand, especially when you have been out searching for a while, it can be so tempting to just take it. I’ve talked to countless candidates over the years who either have been impacted by a layoff or decided to leave a company for one reason or another only to jump immediately back into something that wasn’t a good fit. I’ve even talked to candidates who have a strong severance package and ample savings but rush into their next job out of fear of being out of work. In a scenario where you find yourself out of work, take a deep breath, find some space and time to recenter yourself, and set some goals for what is the best next step for you. Don’t feel pressured to accept the first thing that comes your way, unless of course, it’s your dream job. You know what you bring to the table, and you will find something great. Take a little time for yourself and don’t worry if you don’t land what you want right away. Go into every interview with confidence and have faith that holding out for the best move for you will pay out dividends. Be patient, and keep your eye on the prize.
From innovative startups to established global Fortune 100 companies, encompassing all industries and skill sets, I’ve seen everything when it comes to recruiting. This extensive exposure has honed my ability to recognize candidate patterns at every stage of a company's growth journey.
Your LinkedIn Profile Needs Attention
Your LinkedIn profile is your professional brand and is being viewed regardless of whether you are looking for employment now or not. From an executive recruiter’s viewpoint, the majority of candidates we reach out to aren’t necessarily actively looking; however, it is our job to engage those best qualified for a specific search. While there is not an expectation to disclose confidential information in your profile, it's extremely helpful to understand specifics about areas and projects you are/were involved with where it can be disclosed. Many of the most sought out leadership roles are not publicly known as addressed in this article so providing a comprehensive roadmap to your experience can save a lot of time for all parties.
The Art of Storytelling
Storytelling is a powerful tool that provides the interviewer with how well you can relate your experience, skills, and personality. Interviews should be conversational but also have allocated times, so it’s important to not be long-winded. If you ramble on, the interviewer will not be able to ask all their questions or drill down into areas where they want deeper context. While wins are great, being authentic about the challenges you faced and how you overcame them or would do it differently now helps build trust and credibility. The STAR method (Situation, Task, Action, Result) is the most widely used format. For most candidates who acknowledge they don’t feel an interview went well, they usually mention not being “prepared enough,” and that typically ties into not having appropriate stories to share that address the question asked. This is a great oldie but goodie Harvard Business Review article on the topic.
My experience has been centered on leading corporate, retail, and global project recruiting teams, and I’ve learned many valuable lessons along the way. From leadership and recruiting operations to strategy development, executive stakeholder management, and executive recruiting, I have seen a lot and am happy to share some of what I’ve learned.
Planning to Hire
Workforce planning is critical to accelerating hiring and avoiding massive layoffs. Whether this is in the form of formal, advanced company-wide workforce planning or more department-led strategic planning, this practice is essential for controlled, effective, and successful hiring to meet business demands. Companies that invest time on the front end of hiring surges or normal hiring cycles will see better results. My advice is to invest in a strategic planning cycle that will help you ensure successful execution. In short, slow down to hurry up and let us know how we can help.
Your Candidacy in an Uncertain Market
In a time of market uncertainty, it’s important for candidates to conduct an in-depth pro and con analysis before heading into active search mode. If you aren't satisfied with your current situation, I encourage you to evaluate and understand the root cause behind your lack of satisfaction. The same is advised as you are exploring new opportunities as the grass isn't always greener and, in fact, can be less satisfying than your current situation. Make sure you identify your top 3 "must-haves" before you begin a search and only look at companies that exhibit 2 out of 3 of those factors to ensure you will be happy and productive if you choose to make a move.
Conclusion
These lessons from our seasoned recruiting leaders offer a fresh perspective on navigating the complex world of recruiting, whether you're a leader, candidate, or hiring manager. By focusing on protecting your team, emphasizing candidate experience, understanding the deeper nuances of job offers, maintaining a strong LinkedIn profile, mastering storytelling, and strategic workforce planning, you can significantly enhance your recruitment and career journey. Stay patient, stay informed, and always aim for the best fit for your unique skills and aspirations. The right opportunity will come, and with the right approach, you’ll be ready to seize it!
