Contact Us
Questions, comments, ideas for future content? Contact us below.
If you spend too much time on Linkedin, like a lot of us in the HR/Talent Acquisition space, you’ll read more than a handful of posts about a general frustration with the process of searching for a new job. Much of that frustration is directed towards recruiters – since we are the ones that job seekers interact with the most in the hiring process. That applies to recruiters working internally for companies or externally (third party search or staffing firms).
All of us in this business have to face it: it’s easy for recruiters to get a bad reputation by not following-up, being transparent, and just not listening to candidates. Some recruiters may be aware of the things they do, and some may not. But how do you assess if you’re a good recruiter, and what can you do?
First, let’s start with what you can do to improve the hiring process :
First, work hard to learn what you don’t understand. I wish there was an easy button to getting good at this – but there isn’t. You have to put effort in. Spend time learning about companies and your industry as a whole. Job seekers will listen to you when you have market knowledge.
Work on self-awareness. Are you being transparent enough? Credible enough? Are you setting expectations? You have to check-in with yourself just as you check-in with candidates and hiring managers.
Learn how to sift through what someone is telling you and focus on being able to read what they’re verbalizing and what they’re saying between the lines. Part of this is listening. It also involves asking more follow up questions. For example, “Walk me through it.”
Bring the right level of enthusiasm and positivity to the job. You’re the last line of defense and the face of the process.
Stay informed by taking the time to learn about the job seeker’s motivations. Why are they looking? What don’t they like about their current job? What are they looking for in a new role? This will help you avoid being too transactional. It will also help you make better matches
And show the candidates and hiring managers that you’re a person, too. Make the connection. Be yourself – be real.
Can you be self-aware enough to be the best recruiter you can be? Because if you can, it will benefit you, the candidates, and hiring managers you work with and the field as a whole.
What does that mean though? It means…
Assessing the most effective ways to be more transparent for both candidates and hiring managers.
Focusing on how best to define expectations for the hiring and recruiting process.
Learning how to build credible personal relationships and maintain them.
And determining how to build a system that works for you and allows you to complete your work.
In this episode of The Balancing Act, host Sarah Sheridan interviews Kate Dohaney, the global CEO of Orb Group and mom to two. Kate shares her unique path from performing artist to executive leader, detailing her transition through the music industry, advertising, and major roles at The Wall Street Journal and NewsCorp. She emphasizes the importance of resilience, being data-driven, and the power of surrounding oneself with the right people. Kate also discusses the challenges and rewards of balancing a high-powered career with motherhood, offering motivating insights for aspiring female leaders. Tune in for an inspiring conversation about career evolution, leadership, and family.
Episode 4