The Method Manifesto: State of the Union - Recruiter

   The role of a recruiter really varies from organization to organization.  If the recruiter works for a third party, they typically focus on numerous roles within a handful of verticals across numerous hiring managers.  Third Party Recruiters trade the admin component for the sales component.  Even when dealing with their best client, the posture for any internal staffing function is to beat the agency.  Agency (Third Party) recruiters are often sought after from hiring managers and loathed by internal staffing.  

   You also have corporate recruiters.  Often a corporate recruiters acts more as a facilitator then an actual headhunter.  Most organizations saddle a recruiter with so much volume they are lucky if they can spend a couple moments a day sourcing.  They have to rely on other resources for majority of their candidate flow.  This results unfortunately in a poor quality of candidate flow, which increases the odds of a hiring manager preferring the candidates from a third party (agency) because of the perception of a higher level of competency. 

   So what is the Method Recruiter?  The method recruiter does not handle administration tasks or coordinator support tasks.  No scheduling, no offers, no excessive meetings, no excessive applicant tracking systems or metrics reporting.  All of these tasks can be handled by HR support or by the hiring manager’s personal administrator.  The Method Recruiter’s sole purpose is to find the absolute best candidates for their hiring managers.  The Method Recruiter is a pure headhunter that doesn’t have to focus on finding his next search.  The Method Recruiter simultaneously focuses on making quick turn arounds for active searches but puts deep roots in the ground for future initiatives. 

  So if you are currently a recruiter how to do make your organization transition.  Truth is you may not be able to.  It may require a change in organization.  However, lets assume you are passionate about the company you work for (this is key for this to work), you need to create a clear 8 point plan to present to your staffing leadership and hiring managers or client groups.  

Here is what that plan should look like:

1) All administration tasks will be handled by a coordinator, HR Business Partner, and or hiring manager’s personal administrator.  As a recruiter, my greatest asset to the organization is creating significant increases in quality of our human capital.  This is where I should focus. 

2) Ownership of my clients.  It is important that I become my clients sole point of contact for all hiring initiatives.  Both external and internal.  This will help define business critical priorities and maintain a constant flow of qualified candidates. 

3) Speed of hire.  My goal is to locate a candidate that is ultimately hired within 14 business days of starting a search.  This means before a search starting the hiring manager is full engaged in the search and ready to make decision. 

4) Quality of hire.  All of my candidates will be from or alumni of our organizations direct competition except within searches where technical aptitude trumps industry affiliation.  No external “paid” advertising for any of my searches is no longer needed or requested.  My clients should receive a small amount of top candidates to select from.  No more then 4. 

5) Recruiting CRM.  With the money that we save from no more job postings, I would like to fund the adoption of a Recruiting CRM.  Unlike our Applicant Tracking System, a Recruiting CRM (like Avature or Jobvite) will allow me to create powerful realtime analytics across my searches.  Allow my clients to engage with candidates easily, to be able to track that data effortlessly, and allow for a better candidate experience. 

6) Seamless Social Recruiting.  I will build real authentic community with targeted candidates.  As these relationships mature and expand, our reach will also.  Creating results from our organic posts that will dramatically change the way we recruit moreover the way passive candidates view our opportunities. 

7) Easier Sourcing.  From requirement approval to final interview, the process should take place within 1 calendar month. 

8) Emerging Technology.  Our team should take advantage of free online tools such as Twitter, YouTube, etc to communicate authentic messages to our industry peers.  These are free tools that I can manage to create significant assets to my clients exposure.