Some people “get it.” Others don’t. It’s one of those “I know it when I see it” types of things.
Any topic at all. There’s people who have a deeper understanding of their job. Their outside interests. The world in general. Etc.
Then there’s those who don’t seem to be knowledgeable about anything beyond a surface level.
Intellectual curiosity. There’s people who want to know what makes things tick. And there’s people who still use Facebook. (lol don’t @ me.)
It’s the same with recruiters (or any job function.) Ask an open-ended question like “what’s the business need for the opening?” and you’ll find out who you’re talking to real quick.
Some will give you a passionate, detailed explanation of the business. What problem they’re solving. How the product/initiatives associated with the opening impacts the business. Why it’s critical. And they themselves are *excited* about what they’re doing.
Others will give you an “I don’t know.”
Once you see this contrast, you’ll know right away why some companies have an easy time hiring. While others struggle.
Another phrase I’ve heard countless times: “We just need more candidates in the funnel.”
Why?
If the answer is “we don’t have enough.” 🤦 No kidding.
Why aren’t there enough?
Lack of bandwidth for outreach? Tight requirements? The ones you are talking to aren’t interested?
I ask open ended questions to gauge who I’m talking to. Recruiters should use open ended questions to get a better understanding of their domain and the business context.
👉Executives should use open ended questions to figure out if their recruiters have any idea what they’re doing.
(That goes for both internal and agency.)
Full episode of The 10 Minute Talent Rant, Episode 75 “Recruiters Are Terrible Listeners” here.
Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.
