The Art of Recruiting
Are your teams taking the proactive approach to hunting the elite or are they sifting through resumes?
Real recruiting is not easy. Hunting down the top 10% and building epic teams is incredibly hard. Everyone who has tried can agree.
Combing through resumes is not recruiting. Dumping the 400 ad responses written by a robot into another robotic system to find keywords is not recruiting. This reactive approach doesn’t build elite businesses. If you're not proactive on the market, you’re not recruiting, you're sifting.
If one thing has shown through in the last 2 years is that filling jobs in the tech space is much harder than anyone expected. With all these layoffs and the amazing talent on the open market for the first time in over 20 years, you’d think you’ll just blow a whistle and the best will show up at your doorstep ready to take a 25% pay cut for you like a starving dog looking for a bone. You’re wrong.
Fact: Robots are now writing resumes specific to job ads and spamming these ads. Jobs have been open for 4+ months without successfully hiring anyone. Engineering leaders have thrown their hands in the air and reached out to us at Averity asking “Why can’t I find anyone? This is ridiculous!” The answer is simple: You’re not recruiting, you're sifting.
The "art of recruiting" is a PROACTIVE and strategic approach to identifying, engaging, attracting, and marketing the right candidates for a job and the right job to a candidate. It's more than just filling positions; it's about HUNTING the best fit for both the company and the candidate. This process involves a combination of intuition, psychology, salesmanship, research, networking and strategy. Notice none of these things involve machine learning, AI or whatever other buzzword topic is out there. Its sales.
Proactive hunting. Period.
Understanding the role and the business need:
What are you building?
Who is using it?
What skills are required to build this? (there is a big difference between NEED and WANT)
Where does this person fit into the company organizational structure?
Who are they working with?
What level of communication is required?
Marketing and sourcing talent:
Do you have a network of potential “A” players that you want?
Do you have a marketing pitch ready for mass reach out?
Are you asking for referrals from your team?
Are you promoting the company and business as an attractive place to work?
Have you reviewed any social sites on what prospects may see on you and your company?
Engaging and attracting talent:
Personalized Communication: Are you tailoring the approach to each candidate, understanding their motivations, and selling the opportunity in a way that resonates with them?
Candidate Experience: Are you ensuring the recruitment process is smooth, respectful, and engaging to make a positive impression on candidates?
Candidate selection:
Are you conducting behavioral interviewing to assess not just skills but also how candidates think and how they might behave in the workplace?
Cultural Assessment: What tools or tests are you using to assess a team and cultural fit.
Candidate’s needs/wants: Have you asked what’s most important to them? Are they motivated by what you’re building? Are they even interested in doing this job?
Negotiating and closing the offer (Since 2019, only 33% of the offers made on your own have been accepted. By engaging with Averity’s service, the acceptance rate is over 78%):
Do you know what they want, what they need and are you making an offer that shows them you want them?
Do you know the difference between price and value?
Are you stuck on “market rate” or are you willing to do what it takes to bring on the elite?
Onboarding and retention:
Are you setting up your new hire for success with a smooth integration into the company from day one?
Do they know what’s expected of them? How to communicate and with whom on what subjects?
Do you follow up with your new hires to see how they are doing? Do they like it there?
This is a 100% people business.
The art of recruiting is about balancing the science of data and processes with the human element of empathy, intuition, and relationship-building. It’s knowing “who” you want on your team and taking the appropriate route to get it.
Averity’s success stories are almost legendary in the recruiting industry. We’ve saved companies hundreds of hours and countless thousands of dollars by running this process for them. Candidate’s careers have been resurrected and transformed with Averity’s help. Ask how.
People hire people.