1. Do you have a large network of business contacts in various industries to help you find the best candidates for your positions.
2. Do you message your network via email, Facebook or Linkedin to stay in touch?
3. Do you tour your client's facilities?
4. Do you talk to people who have been in the job before?
5. Do you talk to other employees to see what they think of the job?
6. Are you afraid to ask questions about things in the job description that you don't understand - for fear of appearing too ignorant to do a good job? (I extended the question to give it more substance).
7. Are you using the latest software solutions for recruiters to access candidate info from their database? (No more specific info given)
8. Can you deliver consistent results? (Meaning undefined)
We need to clearly define our terms if we are going to use this as a checklist.
1. What are consistent results? Nine times out of ten you place the person you are looking for in a guaranteed amount of time?
2. What are the latest tools - exactly? Everyone is using software to access a database of candidates.
3. How many recruiters are allowed to talk to as many people as they want at the client company and ask them for confidential opinions about the search?
I can only think of one person I've interviewed on The Recruiting Animal Show who told me that she spent a day or two hanging around the client site before she went ahead with a search.
And she's no longer a recruiter. She now advises corporate recruiting departments.
4. No one has ever told me that she has a big list of people in various industries she calls upon for referrals and message regularly via social media and email.
I invited the author to come on The Recruiting Animal Show to defend her ideas and tell us how the top recruiters she knows implement these ideas. Do you think she'll come?