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The Corporate Recruiter’s Guide to Recruiting Etiquette

Lately, I’ve been involved in quite a bit of recruitment for my clients. I do not profess to be the ultimate expert, but I’ve had the unique opportunity to learn a few lessons along the way that I think are worthy of sharing. Whether you’re a full time recruiter in need of a refresher or an HR employee tasked with helping out desk side while continuing your own work, recruiting etiquette deserves a little attention. Here are some key points to keep in mind that will make the process more successful for you, your organization and any potential hires.

Never Underestimate Communication

From a variety of perspectives, it’s absolutely essential to keep the lines of communication wide open during the recruitment process. Conversations need to take place between you and a candidate, a hiring manager and any number of stakeholders from department heads to office administrators. If you’re lucky enough to have access to an elaborate recruiting tool, great; but remember that that is not a substitute for communication. Regardless of how much technology you have supporting your recruitment effort, it’s critical to find a way to make sure that communication is available and accessible.

The worst thing for hiring managers is to not know if they are getting new people or not. And while they often want to work directly with candidates, it’s simply not a feasible solution. While in the corporate recruiting function, you need to recognize that while it may not matter to you if you don’t get back to a candidate for a few days, it matters a great deal to the hiring manager and most importantly, to the candidate.

Recognize That You Are The Face of The Company

As a corporate recruiter, you are essentially the face of your company during the recruitment process and can make or break a new hire. If, for instance, someone who is sought after because of a unique talent or skill set is interested in working with your company and you treat them negatively, your company could lose the hire as a direct result of your actions. It could be as simple as not returning a phone call, or acting unprofessionally. As the face of the company, the recruiter represents more than access to the job.

Know The Roles and Expectations of the Job, the Hiring Manager and the Organization

You must be well aware of the specific roles you are hiring for and the expectations of not just the hiring manager, but also, the company. If you don’t know the job, you can waste valuable time by suggesting and screening candidates that are not a good fit. Conversely, if you’re unfamiliar with the expectations of the organization, you could commit to speaking with someone who is out of the ballpark and not in line with the intention of the organization.

Keep HR in The Process

Far too often, companies try to have hiring managers do all the work of recruiting new candidates. The problem is, while they may want to, hiring managers don’t always have the interviewing skills and often find it difficult to look at the bigger picture. In other cases, there are legalities with how to hire properly. Make certain HR is involved in the process to reduce liability and ensure that the candidate is a great fit – not only technically, but culturally as well.

Corporate recruiting is more than just obtaining a position description and putting a bum in a seat that matches it. It’s a process from start to finish that involves communicating to the right people and representing the company with the knowledge and professionalism as a place where great talent wants to be employed. Immerse yourself in your company, and get to know the person and the team a new candidate will be working with. The more you know, the more comfortable you’ll be answering specific questions in a way that will land you that great hire.

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