Recruitment = Sales + Marketing + Branding

Recruitment: simply put is finding the right candidate for a role within a time frame using various methods.

Sales: answer the demand in the market by converting candidates to customers. Recruiters are always speaking to potential candidates to convert them to customers.

Marketing: strategies demand in the market by adapting to product, price, place, and promotion in anticipation of, or in reaction to, the market situation. In a very competitive market, recruiters constantly change their promotions tactics to ensure that they get the best candidates faster.

Branding: is intended to imbue the brand with an identity: something aking to an archetypal human personality, designed so that the trademark becomes a potent symbol of that archetype. Some recruiters are a brand in themselves for the quality of service they provide and leverage on that to generate more business.



Ref:

http://duffy.agency/blog/difference-between-marketing-sales-and-branding/

Recruiters - Superhero?

Recruitment - Farming vs Hunting

Recruitment is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job.

Finding the right person for a job is a challenge.

There are two strategies.

Farming: You work with a small pool of candidates for skills that niche or specialist. You keep the candidates engaged with market trends, multiple job opportunities and always work with them to ensure they get the right job. This is a lengthy process and candidate management and people skills are of key importance.

Hunting: In high paid roles that are difficult to fill, the hunter is constantly sharpening his/her skills to find talent. Your networking and search capabilities are top-notch. Every role is a challenge and some can be very time-consuming. The ability to wait for the right kill is very important as you want your client to be presented with the best candidates that the market has to offer.

What is the best strategy?

An 80-20% mix is a great strategy to have. I would personally go with 80% hunting and 20% farming.

Happy recruiting!

Branding - As a recruiter, you are the brand!

The American Marketing Association defines a brand as “A name, term, design, symbol, or any other feature that identifies one seller's good or service as distinct from those of other sellers. 

Are you a brand ambassador for your company? As a recruiter, you must be.

All of us need to understand the importance of branding. We are CEOs of our own companies: Me Inc. To be in business today, our most important job is to be head marketer for the brand called You. 

– Tom Peters in Fast Company

You, the recruiter, is the voice, face and brand for your company and that is what's going to make the difference.

Is it easy, definitely not!

Building a profitable personal brand online is not a sprint and something that happens overnight. Don't aim for perfection early on. Instead allow your brand to evolve naturally over time and focus on providing massive value and over-deliver to your target audience. Then you will get more clear over your message and brand as well. Always remember that! – Navid Moazzez 

The 1 Thing ALL #Marketers Need to Know

https://www.linkedin.com/video/live/urn:li:ugcPost:6637689720472244224/

Recruitment - a constant learning process

“Wisdom is not a product of schooling but of the lifelong attempt to acquire it.” -Albert Einstein

And recruitment is a constant learning process.

Every call with a client or candidate is a learning process.

So it is necessary to pick up the phone and speak to both your client and candidate to ensure that you -  the bridge between the two, handholds both together to ensure a pleasant journey.

If you stop learning, a recruiter is like deadwood.  

Why is feedback important in the recruitment process?

Everyone wants to hire as of yesterday!

Clients/Business Owners/Hiring managers - all want to hire as of yesterday. But will they invest in the hiring process with even the least effort of giving feedback?

That is the issue most recruiter face. Feedback..

Proper feedback will help the recruiter modify his/her search and find the right candidate faster.

Not all process can be automated.

Feedback on why a profile is not suitable has to be given in a perfect work scenario...

But then nothing is perfect...

You cannot buy an iphone for $100 period

If you want to hire the best talent, you should be able to at least pay industry standard and top it up with a great role, environment and designation.

Ultimately, it boils down to the company that can pay the best compensation.

Time in, again and again, we see companies go through the whole recruitment cycle and lose on a great candidate just because they couldn't chip in that extra $1000 but have no trouble in going through the whole process again and costing the company 10 times that amount.

Like I always say, "You cannot buy an iPhone for $100.

Square Pegs, Round Holes - Recruitment

Recruitment is not about pushing square pegs into round holes. But it is about chipping the edges of the square pegs so that it gives the impression it fits the round holes.

It is also understanding the aesthetics of design and colour. You want to sprinkle a bit of culture, a pinch of character, to top it with the right attitude.

The problem is that your AI is not going to spice up your candidates.

And as long as it is unable to do so, talented recruiters are going to be in demand.

On this happy note, signing off.

Stay Safe, Stay Warm, Stay Happy!

Every day is a challenge

"There are far more problems and opportunities in the world than there are talented and hard-working people to solve them. Neil Pasricha in his book, "You are Awesome"

Every day there are new candidates, roles, targets, achievements, rejections and the list goes on...

What matters is how you react to them.

If you think that by doing your job well, you are not only ushering a change in a person's life but also extending it to his family and friends, you realise how much impact your actions can have.

Then you stand and pat yourself with awe at the end of each day for the good work you have done!

Rejection at all levels

Recruitment is not easy unless you are open taking rejections on your stride.

Candidates reject you.

You reject candidates.

Hiring managers reject your resumes.

Candidates get rejected at interviews.

Candidates reject offers.

Candidates accept offers and then reject it.

Clients withdraw offers as they find some discrepancies.

Reject... Reject.... Reject and the last one standing gets selected.

Story: A senior IT candidate who had been job hunting for the last 3 months gets an offer from our client. She is super nice, gives us good reviews but doesn't sign the offer as she was given 2 weeks to decide. In the meanwhile, she got 4 offers from her previous interviews and she was considering roles that were nearer to home. The commute is always a big problem. She declined our client's offer after thinking about it for 2 weeks.

Question: What could have been done differently?

From a job searcher's perspective.

Do you want to find a new job? Then you need to be okay with the pain of handing out a hundred resumes and going to a dozen job interviews and being rejected by every single one of them except one. From Neil Pasricha "You are awesome".

2020 - A year of change for HR

Lots of chatter online and offline about 2020 being the decade for HR.

Hiring strategies

AI

ATS

Chatbot

Talent Engagement

etc....

My take: What works 10 years before works even now, meet people, listen to them and help them in their search for a new home.