What Makes an Excellent Recruiter at RZ? And How to Avoid Replacements! Part 2
1) Each week I pick 5 accounts to put my main focus on in sourcing. Choosing a smaller number to focus on helps me use more of my sourcing credits in one place and my chance of response is greater. This also leaves me enough time to tackle any newly signed accounts.
2) When sourcing, I am very particular about who I reach out to. Finding candidates who have good tenure is key! I’m also looking for the attention to detail that they put into their resume. If they aren’t taking the time to put effort into their resume, I feel that can sometimes reflect their work ethic. Personal opinion!
3) While interviewing candidates, I always start the conversation by explaining the job and ensuring that the company is something they are interested in. If I sense hesitation, I assure them that they can be honest. I’ve found that if you share the job at the end of the conversation, candidates are more reluctant to tell me if they aren’t interested.
4) Treat the interview as a conversation! Don’t hop from question to question. Take the time to truly get to know them and what makes them successful in their current or past positions. The restaurant industry is TOUGH so try and find out what keeps them sticking through it in addition to the typical “What are your core responsibilities” type questions.
5) I always end interviews with the next steps. I tell candidates my exact process of submitting their resumes and that I will be in touch on an exact date and time for an interview with the client. Even if the client passes, I let them know! Because the candidate could potentially be a good fit for another client in the area. I also share that I work with restaurants nationwide, and if this particular opportunity doesn’t work out I have plenty of others I could share.
6) ORGANIZATION IS KEY! We talk to so many different candidates each day that they can start to run together. In addition to adding candidate notes to JobDiva, I keep a personal excel doc where I track every conversation with candidates (and yes, it’s color-coded!)
7) Working from home can be challenging. I always ensure to take time for myself away from the computer screen each day. Going for a walk, calling a friend or family member, or going out for a coffee or lunch break can really help you to recharge and ensure a productive remainder of your day.
8) Keep an open line of communication with your branch! Branch 1 is so in sync because we are constantly chatting about what accounts we’re actively working on, ways we’ve found success (different text templates, interview questions, hires, etc.), updates on job needs, as well as just friendly conversations.
9) ASK FOR HELP! If you don’t understand something or something isn’t working, let a manager or teammate know! No one is here to judge and it’s likely that we’ve all had that same question at one point. You don’t know what you don’t know.
10) Build relationships with your candidates. Don’t treat them as a transaction. Once that money hits your account you may think you’re done, but keeping that relationship, finding out what they’re liking about their new job, and any difficulties they could be facing can help prevent replacements.
