Back on December 6, 2015, I announced that I would be creating a Good Recruiter List.
There are a lot of lists of the Top 10 or Top 50 Recruiters on Twitter. These are useful when you want to find an expert.
However, these lists only contain the names of people who publish a lot or speak at conferences.
There are other recruiters, though, working in the trenches who are good at what they do and could offer lots of good advice but they never turn up on these lists because they don't work at creating a public profile.
This Good Recruiter List is going to make them visible too.
I will publish the names of 3 people a week starting with these three.
Before she became respectable, Cathy Mannis used to be a regular caller on The Recruiting Animal Show. She's too busy now working as a sourcer at Deloitte but she did manage to call in last week and give us some good tool tips. For realz.
Michael G. Cox is a Recruiting Manager at Dahill, a 500 person division of a Xerox. His Linkedin profile is kind of stuffy. He claims to be working with the "senior leadership team to develop a thorough understanding of the strategic vision and subsequent staffing needs..." etc etc etc. Luckily, he doesn't talk like that in real life so he's managed to become one of the go -to experts on a famous recruiting radio show.
Terry Hall is a former Marine. Now she's a Senior Recruiter at Providence Health and Services looking for people in Diagnostic Imaging, Cardiology and Respiratory Therapy. She has a nice smile and, with Facebook as my witness, she seems to be a swell mom.
Alexandra Levit spoke to The Recruiting Animal about the potential negative effect of blogging on your career. This was recorded on October 15, 2011 during the Occupy Wall Street movement. She wrote a book about this and related topics. It's called Blind Spots.
Rob McIntosh, SVP Global Talent Acquisition at Avanade, has invested heavily in building large talent communities.
Robbie says it's easy to find talent now with all the info online.
So it's more important for recruiters to develop "proactive and sustainable relationships with talent" (barf words) instead of finding people.
I measure a recruiter's performance on her ability to build talent communities -- says this cosmopolitan transplant who refuses to get rid of his (now phony) Australian accent.
A SMART RECRUITER HAS TO BE ABLE TO:
1. target the right people
2. create the right content.
3. Send them the right number of communications
...................................... Here's how he puts it exactly.
"Effective use of content and quality and frequency of communications with targeted, highly passive talent over time will be a key measure of recruiters’ ability to nurture talent community relationships in advance of future hiring demand".
(After reading this "sentence" I'm almost ashamed to say that I consider him a friend but I guess that's why he's an SVP and I'm not).
The old stuff still counts says Robbie but now "talent relationship management" via Social Tools "will win the recruiting game.”
MESSAGING HAS TO BE:
1. directed to a very specific group of people (targeted)
2. permission-based (requested with an unsubscribe option)
3. the content can't be general. It has to be "segmented", meaning relevant to them alone.
In 2012, half of Avanade’s North American hires came from relationships with passive candidates established six months earlier.
Lots of people were hired from his talent community says Robbie and some relationships were started a year or more before the hire.
You have to have a long term relationship to get people to listen to you, he says.
And measuring the strength of your relationship with candidates in your talent community is very important.
If you haven't heard of it so far, social recruiting being the use of social media and networking tools to engage prospective candidates (as Michael Specht defines it) with your organization and form a talent pipeline you might select from later.
Of course, social recruiting as a concept is not new.
Headhunters and Corporate recruiters have for over the last century cultivated networks using phones and rolodex - but the boost that the internet has given to communication, first with email then with social media tools and now with social networking has made this quite easy for recruiters of all stripes to cultivate their networks. You don't need to be part of the old boys network and to take out A list candidates to five star lunches to cultivate your network.
In fact as a corporate recruiter the Microsoft JobsBlog was one of the first dedicated approaches to social recruiting followed by Heather Hamilton's blog on MS Marketing careers.
Third Party recruiters like Dave Mendoza, Michael Kelemen were the first people I know of who used blogs, Linkedin to build their own expertise and reputation.
Now there is Facebook, Twitter and who knows what other social app round the corner.
The focus for recruiters using these tools has to be an ability to catch the next wave and speed and response to prospective candidates.
Whether you represent the 'corporate' recruiter or are headhunter (like Options Executive Search in India :-)) focusing on the people you want to impact is more important rather than focusing on the tools.
Guess great headhunters have always known that truth!