How to Be an Effective Recruiting Leader
Good news. At Recruiting Toolbox, we’ve listened to executives and top HR leaders at hundreds of companies in 20+ countries, and almost ALL of them want their recruiting leaders to step up and play more of a strategic role, focusing on so much more than just managing a team, running reports, fighting fires, and driving a consistent process.
Bad news – it doesn’t “just happen.” It takes real work. Below are resources to help you win in your job as a corporate recruiting leader, including content to help you build a culture of recruiting, improve your recruiting strategies and processes, bring more insights to your recommendations, hire great recruiters, and coach your recruiters to be true Talent Advisors.
How to Create a Culture of Recruiting
We’ve trained and led focus groups with thousands of hiring managers all over the world. As part of that work, we’ve seen hiring managers range from passive participants in an interviewing process who are quick to complain to full-on talent champions, leading work around candidate attraction, interviewing strategy, diversity, selling, and training. What is the makeup of your hiring manager community? How do you make your hiring managers better?
Check out The Hiring Manager Maturity Model to evaluate your current mix and identify how to create a culture of recruiting, where everyone operates as an extension of the recruiting team, for your company. To us, this work to create a culture of recruiting, is the SINGLE MOST STRATEGIC, HIGH IMPACT WORK YOU CAN DO as a recruiting leader.
by Recruiting Toolbox
Driving Accountability with Recruiters
Setting clear expectations for recruiter performance is a big part of your role as a recruiting leader. You need to think about both quantitative and qualitative measurements AND most importantly, tie them to the outcomes and behaviors you want. Not all performance metrics are created equally – for example, if you over-focus on hires/month, you may emphasize short-term thinking at the expense of quality, diversity, or candidate experience.
John Vlastelica built and leveraged this basic framework – the DRIVE model – as a corporate head of TA. Feel free to check it out – perhaps it’ll help you think about both the WHAT and the HOW you should evaluate to build and lead a high performing recruiting team.
Check out these other models shared by top leaders in TA, as well. They recognize that you can’t fairly measure recruiters the same way if they have different req loads, different difficulty ratings, and different sourcing and scheduling support:
And, if you’re looking for a light, fun article explaining the silliness of comparing hires/month between recruiters without looking at other factors, read this: Recruiters: Do you suck? (Hint: No!)
Interview and Hire Great Recruiters
We’re preaching to the choir here, but obviously, high performing recruiting teams start with recruiting and developing great recruiters. Want to leverage a structured interview that’s 100% focused on predicting success as a corporate recruiter?
Check out how John Vlastelica – who has interviewed hundreds of recruiters, and made many great hires and hiring mistakes – structures a great interview. He includes detailed questions you can ask to determine how effectively this recruiter can source, screen, close, PLUS, just as importantly, how effectively they can engage hiring managers, set and manage expectations, and push back if needed.
Check out the popular video recording of his webinar, and download the slides if you’d like to follow along or extract some great interviewing questions the next time you need to hire a recruiter.
Are my recruiters operating as Talent Advisors?
A top 3 goal of every Head of Talent Acquisition we work with is to elevate their recruiters to Talent Advisors. Nobody – nobody! – wants to be an order taker. So it’s unlikely your team will resist your efforts to help them show up in a more strategic way. But first, you have to get real about where your team is today, so you can understand the gaps that you’ll need to close. You can start by downloading this diagnostic tool to see where you have the biggest opportunities to develop your team of recruiters.
Reframe Your Thinking
Read a few key articles that’ll help you reframe how you think about the business and the hiring manager.
- Who is your customer? (Hint: It’s not the Hiring Manager.)
- Stop calling it an intake form. Please. (Words matter, so when you talk to your recruiters about that first meeting they have with their Hiring Manager, consider labeling it something that doesn’t set the tone of the whole relationship to sound like a customer/supplier relationship.)
Check out the first two recorded presentations, which focus on how we need our recruiting teams to show up differently to the business and deliver even more value. And then the third one is focused more on addressing common internal blockers that we – as recruiting leaders – must focus on first (Shocker: None of it is about employer branding or getting a new ATS).
John Vlastelica, our founder, delivered some #1 rated presentations at conferences like LinkedIn TalentConnect and RecFest where he shares very practical best practices that he’s personally leveraged as a corporate recruiting professional PLUS best practices leveraged by Recruiting Toolbox clients. Warning: These presentations are PG-13 – he swears, sometimes a lot, so if kids are watching, wear headphones!
At Recruiting Toolbox, we see recruiting leaders as one of the most critical roles in a company. You are one of the most high-leverage leaders, as you partner with business leaders to shape their talent strategies, work to keep the bar high across teams, and have a huge impact on diversity and culture as you bring new talent into your company. You are such a difference maker!
How to be a
How to Give Hiring Managers
what they Really Want:
Speed and Quality
How to Fix Four
of the Biggest Blockers to
Talent Acquisition Success
Creating an Internal Marketplace
for Internal Talent
Podcast Episodes to Help you Lead
How about some audio-only best practices? Check out these podcast episodes that focus on hiring manager engagement and talent advising. A Recruiting Director at Amazon makes this first one required listening for his recruiting leaders.
No talent strategy today is complete
without a focus on Diversity.
Here are some of our favorite resources to help you build out your diversity recruiting strategies.
by Recruiting Toolbox
“What a fantastic two days – tremendously valuable. 5/5!.”
VP Enterprise Technology Talent Acquisition, The Walt Disney Company
Great ideas are close to worthless if they don’t turn into real change, and real change happens through influencing. Welcome to the world of sales – you, as a TA leader, have to be great at selling ideas, getting buy-in, and driving adoption.
One of the great thinkers in this space is Cialdini. Robert Cialdini, in Influence, his book on persuasion, defined six “influence cues or weapons of influence.” All are interesting, but pay special attention to Social Proof and Scarcity, as they likely will help you when trying to get executives more engaged, open to new ideas, and activated.
See the graphic below to learn about the six principles of persuasion. And if you want to learn more, click on it to read a longer summary.
Leading the Interview Process
So much focus in talent acquisition leadership is on sourcing. In fact, ask a business exec what the root issues are to their talent problems, and you’ll hear “more candidates” 75% of the time. But we know that to make great hires, we need to put just as much strategy into our interview process as our sourcing approach. Check out these resources below to get more strategic about the way you build and lead your interview process.
Our founder, John Vlastelica, built and led Amazon’s Bar Raiser program when he was Head of Tech Recruiting there years ago, and it’s now scaled to tens of thousands of hires at Amazon, and used at many different companies around the globe. He’s also helped companies put in different type of quality control mechanisms, including hiring committees popularized by Google. As a TA leader, you need to understand these models, and their pros and cons, as you’re likely going to run into execs who have worked at companies that have had these kind of programs, and they may push you to implement something similar. (Tip: These are NOT for everyone.)
by Recruiting Toolbox
How to Raise The Bar On Talent: 3 Quality Control Decision-Making Models used by companies like Amazon, Google, Facebook, and Booking, including the pros and cons of Bar Raisers
Get curious. Really curious.
Great recruiting leaders are curious, and create a culture of curiosity on their recruiting teams. And that curiosity makes them more valuable, more interesting, more insightful, and more aligned to the business needs. John Vlastelica wrote this article for LinkedIn’s Talent Blog, where he makes the case that curiosity may be the most important characteristic of great recruiters, and shares some of the key questions every recruiter should ask to get smarter. Do you think your recruiters would know the answers to the questions he highlights?
How do we keep getting smarter? Here are suggested blogs and newsletters to read to stay sharp on all things talent and business:
- US-Focused Daily Business Update, The Morning Brew
- Global Technology, Startup, and Industry Updates, CB Insights
Talent Conference recommendations (these conferences tend to focus on the recruiting leader role more than others):
- ERE Recruiting Conference (Typically has a big focus on hiring manager engagement, strategy, and process leadership.)
Recruiting Leader Resource Library
- How to Raise The Bar On Talent: 3 Quality Control Decision-Making Models used by companies like Amazon, Google, Facebook, and Booking, including the pros and cons of Bar Raisers
Looking for more Recruiting Leader
Attend a big recruiting conference in the US or Europe, and it’s very possible someone from our team will be presenting there. We’ve delivered keynotes at conferences like Sourcecon, ERE, Recfest, Unleash/HR Tech, Smart Resourcing London, and Talent42, and regularly present breakout sessions at other regional and global events, including LinkedIn TalentConnect. So, if you’re planning to attend, ping us on Twitter to let us know you’ll be there!
If you’re looking to elevate your recruiters to Talent Advisors, check out our custom-built Talent Advisor training. It’s been leveraged by hundreds of recruiters at all kinds of companies, including Recruiting Toolbox client companies like Disney, Target, TripAdvisor, Nike, USAA, Hulu, Nestle, Salesforce, Autodesk, Activision, Thoughtworks, Northrop Grumman, Google X, and Atlassian.
Some of our larger clients – like EA Games, Northrop Grumman, and Thoughtworks – have licensed our content so that they can redeliver it to their teams with their internal trainers.
If you’re part of a massive team we can also support you with online training. We have some of our best Talent Advisor training content online, available to purchase through our online training partner. It’s used by companies with 500+ person recruiting teams, like Intel, Uber, Oracle, and IBM. Contact us to learn more.
And if you’re thinking, “I have zero budget for this, but I still need help,” check out this post we put together on how to train up your recruiting team for free, complete with some videos and facilitator questions.
If you’re looking to develop yourself as a recruiting leader, please check out our Recruiting Leadership Labs. We have both public workshops for recruiting leaders, and custom, onsite recruiting leadership training for whole teams of corporate recruiting leaders. These are not focused on the tactics of sourcing, screening, and closing candidates. Instead, we go deep into building and getting funding for new strategies and recruiter headcount, leveraging metrics and insights to lead and influence, building and deploying effective diversity strategies, creating a culture of recruiting, building scalable pipelining sourcing strategies, managing and measuring recruiters and sourcers, and coaching recruiters to be talent advisors.
Companies like LinkedIn, Facebook, Nike, Amazon, Booking, and Microsoft send their recruiting leaders to our public workshops. And companies like SAP, Bloomberg, Disney, and Atlassian have hired us to deliver custom recruiting leadership labs for their global recruiting leaders and directors. Feedback is amazing. Contact us if you’d like to learn more.
And finally, if you’re thinking – “this is GREAT, but I need my hiring manager teams to improve.” We got you. Check out our hiring manager maturity model above and our leaders guide to interviewing. Those are both loaded with practical, how-to info. If you want paid help, we might be a resource for you, as well. Our team of former practitioner consultants build custom hiring manager training. If you’re looking to raise the bar on WHO you hire and HOW you hire, we might be a good partner. 50% of our business is helping companies define their hiring standards/bar, and then building custom hiring manager training workshops, with a focus on partnering effectively with recruiters, interviewing and selection, selling and candidate experience, diversity and inclusion, process adoption and speed, and more. Learn more about why companies like PepsiCo, Starbucks, Booking, Epic Games, Nubank, Dolby, Pokemon, Electronic Arts, Pinterest, and Target engage us – and trust us – to train their hiring managers and interviewers.
And, again, if you’re a really large org, we can support you with a full train-the-trainer program or online training, so that you can scale this across many hundreds or thousands of interviewers and hiring managers. Just contact us to learn more.