Monday, April 30, 2012

Recruiting Is Easy

Good Morning Blogosphere!

Came across an old article I read a few months back as I was looking for Newsletter inspiration. Lately in the CRG office we have been running around like a bunch of crazy people (for those who know us well, this is nothing new, we are a little crazy). But, who doesn't love a busy day at work? The feeling of productivity is one of the most rewarding feelings a young professional like myself can get. The hope is that productivity will come with some kind of tangible product. Often times in the staffing/recruiting universe you can have the most productive day or your career and for whatever reason the hiring manager Gods just aren't feeling it.

Every once in a while we get to feeling that our role in the process isn't always fully understood/appreciated. I.e, “Yeah, I’ll bet your fingers are really tired from dragging all those resumes from a folder into an email. Real hard work.”  As I was reading the words of Miles Jennings, his thoughts resonated with me.

"The end product of recruiting, for one thing, is someone-else's work – it is someone-else’s talent, ability to interview, and everything else they have that gets them hired that is the end product of the recruiter’s process. It’s hard to pinpoint the recruiter’s exact role in this pseudo-science."
 There is a disconnect at times in what we feel we contribute, and how we are perceived by those outside of our sphere. I felt Miles' article was excellent at gracefully putting a recruiter's sentiments into written word.

Why Recruiting Looks Easy
Miles Jennings, Co-Founder of

There is an absolutely wonderful children’s book called 20 Heartbeats about a painter who paints a horse for a very wealthy man. I hate to ruin it for you, but I have to say what happens.
The rich man pays this famous painter to paint his favorite horse. But years go by and the painter won’t finish the painting. The rich man finally shows up at the painter’s house and demands the painting. The painter obligingly whips out a piece of parchment, dashes off a horse in black ink with his brush, and then hands the painting to the rich man. All this takes less than the time of 20 heartbeats.
The rich man is, of course, aghast. He storms after the painter to demand his money back. However, as he walks after the painter, he sees what has been taking so long.
All along the walls are hundreds and hundreds of painted horses. The painter wasn’t procrastinating, he was practicing. The rich man then finally takes a look at the painting that he purchased so long ago, now in his hands. It’s a perfect horse, a horse so real that he whistles to it.
As every art form takes discipline and practice to look easy, every kind of work takes years of diligence to perfect. Recruiting is no different, but few professions look so simple. It’s really hard to pass along a piece of paper, right? You can almost hear hiring managers thinking to themselves, “Yeah, I’ll bet your fingers are really tired from dragging all those resumes from a folder into an email. Real hard work.” Few jobs seem so easy to duplicate.
The end product of recruiting, for one thing, is someone’s else’s work – it is someone else’s talent, ability to interview, and everything else they have that gets them hired that is the end product of the recruiter’s process. It’s hard to pinpoint the recruiter’s exact role in this pseudo-science. Did they identify the talent? Spot them? Find them? Assess them? Understand the job? The culture? Have the right database? The right connections? The right insight into the department or hiring manager psychology? Did they make a lot of calls or know some secret strings to search for in Google? It’s hard to say what it is exactly that the recruiter does and so it’s easy to discount the recruiter’s role entirely.
However, we might be looking at it wrong. A recruiter’s value can’t be found within the process of a single hire. It can’t be found in that space that sometimes spans twenty heartbeats between talking to a manager about a job to the identification of a possible talent.
You have to look at everything that comes before that identification to see the value of a good recruiter. A great recruiter creates the conditions for that magic luck to strike. They don’t talk to a lot of different people. They talk to everyone. They don’t want to know their clients or their company’s competitors. They want to know everything that’s happening at every company in their area. It’s a massive amount of work that requires constant rejection, failure, stress, and is compounded by the minutiae of job offers and the uncertainty of human emotion.
That’s why very few succeed at recruiting. It’s not like there is anything special about that one placement. There is nothing about identifying a candidate and getting them a job offer that requires any particular kind of magic, or even a college degree for that matter. Unlike a beautiful painting, anyone or any recruiter can luck out and make a placement or two. But the background required for long-term recruiting success is much different. It involves the deep study of companies, products, markets, assessment, and professions coupled with a kind of brute force stamina to doggedly pursue the talents of other people. This is the process that forges the recruiter’s talent. This talent, when functioning at its best, is impossible to find.

Ashley Meyer, Staffing Consultant and Social Media Coordinator

Tuesday, April 24, 2012

New Kid On The Block

Kim Roach, Staffing Consultant

After nailing your interviews and anxiously awaiting the outcome, you did it! You landed that dream job.  So, you got past the hard part, right? The “high” of getting the job wears off and your first day approaches.   Being the new kid on the block can be so uncomfortable.  So many thoughts go through your head, “What if I oversold myself?’ “What if I don’t live up to expectations?” What if, what if, what if?!! 
Rest assured, you were hired because you are qualified, capable and are a great cultural fit.  Here are some tips when you find yourself as The New Kid on the Block.

  1. Observe the company culture.  Take note of what people do for lunch.  Do they eat together and socialize or is everyone on their own? A good rule of thumb is to look to your boss for proper work attire and choose similar clothes. Observe how others communicate with one another and what hours they work.
  2.   Ask questions!  You don’t know until you ask. Most supervisors will find confirmation in their choice of hire when they see that their new employee is inquisitive and cares enough to ask. Whether it is something specific about the job itself or whether as simple as “Is it weird for me to bring my lunch and eat at my desk every day?”
  3.  Don’t jump in too quick with co-workers.  Listen more than you speak at first. Concentrate more on doing your job well and earning their respect. 
  4.  Don’t be afraid to ask your supervisor how you are doing. This does not show a lack of confidence but a true desire to do your job well and meet expectations.
  5. Remember: It is quite normal to feel inadequate at your job at first because EVERYTHING is new.  From locating IT to get your email set up to where is the bathroom? Awkward, awkward, awkward! 

 In a few short weeks, you will find a routine will start to set in and that New Kid on the Block feeling will slowly disappear.  Welcome to the neighborhood!