Replies to This Discussion

Permalink Reply by Simon Meth on July 1, 2009 at 9:28am

Hi Steve,

I guess that is possible but probably very rare. Not sure if you implied that I missed the point or not. I've noticed that you sometimes can't tell when I'm joking and perhaps sometimes I can't tell if you're joking too.

Cheers!

Simon

Steve Levy said:

Simon, for others who may be missing the point, when a recruiter has demonstrated through their recruiting that they really know a specific area - as opposed to buzzword knowledge - then they may have reached some zenith in recruiting. It's not as if a recruiter who has a knack for speaking with developers will be asked to join the development team but if this same recruiter started off with reading ".NET for Dummies" then progressed to more complex tomes about development and over time, over discussing with other techs, over experimenting with development in their own, grew into someone who really knew tech, then perhaps some HM would recognize this and reach out to this same recruiter and offer them a crazy idea of coming onto the tech team.

Something like this Simon...

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Permalink Reply by Steve Levy on July 1, 2009 at 9:41am

Simon-

Oh I can tell when you're joking; "others" was not you. lol

Simon Meth said:

Hi Steve,

I guess that is possible but probably very rare. Not sure if you implied that I missed the point or not. I've noticed that you sometimes can't tell when I'm joking and perhaps sometimes I can't tell if you're joking too.

Cheers!

Simon

Steve Levy said:

Simon, for others who may be missing the point, when a recruiter has demonstrated through their recruiting that they really know a specific area - as opposed to buzzword knowledge - then they may have reached some zenith in recruiting. It's not as if a recruiter who has a knack for speaking with developers will be asked to join the development team but if this same recruiter started off with reading ".NET for Dummies" then progressed to more complex tomes about development and over time, over discussing with other techs, over experimenting with development in their own, grew into someone who really knew tech, then perhaps some HM would recognize this and reach out to this same recruiter and offer them a crazy idea of coming onto the tech team.

Something like this Simon...

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Permalink Reply by John on July 1, 2009 at 4:07pm

What about the ability to embrace ambiguity, organizational agility and critical speaking skills?

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Permalink Reply by JobsforKarma on July 2, 2009 at 12:36am

When we recruit our biggest fear should be weeding out a candidate with a star potential, by mistake. Before rejecting any candidate we should go through our check list and take a fresh look at everything from a third party's point of view. www.jobsforkarma.com

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Permalink Reply by Melody Anicich on July 3, 2009 at 1:49pm

Above all else: Intuition. This cannot be taught in school or learned on the job. The best Recruiters can see what is not looking back at them but carefully hidden. Asking the hard questions and waiting for the unguarded reply. Delving into why the dates on the resume do not add up or asking why the candidate left a good company to start their own business. A top Recruiter uncovers the person behind the resume and presents him or her to the hiring manager. All other administrative and software skills can be learned or done by someone else. I will take a competent Recruiter who has strong Intuition anyday over a mere resume screener.

Melody Anicich

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Permalink Reply by Berge K on July 3, 2009 at 3:57pm

Assessing people being a broad term, I think the ablity to understand who is really passionate about the job and has the ability to do it. Even if he or she might need to upgrade skills over a few months in order to really be good, I think finding the right passion in a person goes a long way. the rest is easy. I worked with corporations and small companies all over the world, did tens of interviews with all sorts of recruiters and none of them asked me "what are you passionate about in life"
I feel training makes recruiters act like surgeons, these are the steps and here comes the next candidate. Not much humanity in human resources sadly............
Every time I saw an interview with a business icon, be it Buffet, Jobs etc..... they all without fail repeated multiple times that their passion and love of the job is the single most important reason they succeeded on the long run. They said it and I heard it................ I have seen in corporate America so many good people really did not care which company/industry they worked as long as the conditions were good. I will never get this one......they must be passionate about something I would like to guess.

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Permalink Reply by Simon Meth on July 3, 2009 at 8:55pm

Hi Steve,

I guess I can't tell when you can tell that I'm joking .

Cheers!

Simon

Steve Levy said:

Simon-

Oh I can tell when you're joking; "others" was not you. lol

Simon Meth said:

Hi Steve,

I guess that is possible but probably very rare. Not sure if you implied that I missed the point or not. I've noticed that you sometimes can't tell when I'm joking and perhaps sometimes I can't tell if you're joking too.

Cheers!

Simon

Steve Levy said:

Simon, for others who may be missing the point, when a recruiter has demonstrated through their recruiting that they really know a specific area - as opposed to buzzword knowledge - then they may have reached some zenith in recruiting. It's not as if a recruiter who has a knack for speaking with developers will be asked to join the development team but if this same recruiter started off with reading ".NET for Dummies" then progressed to more complex tomes about development and over time, over discussing with other techs, over experimenting with development in their own, grew into someone who really knew tech, then perhaps some HM would recognize this and reach out to this same recruiter and offer them a crazy idea of coming onto the tech team.

Something like this Simon...

• ▶ Reply

Permalink Reply by Simon Meth on July 3, 2009 at 8:57pm

Hi John,

All good.

Cheers!

Simon

John said:

What about the ability to embrace ambiguity, organizational agility and critical speaking skills?

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Permalink Reply by Simon Meth on July 3, 2009 at 8:59pm

Hi Melody,

Intuition or perception? I'd lean towards perception but they are probably two sides of the same coin.

Cheers!

Simon

Melody Anicich said:

Above all else: Intuition. This cannot be taught in school or learned on the job. The best Recruiters can see what is not looking back at them but carefully hidden. Asking the hard questions and waiting for the unguarded reply. Delving into why the dates on the resume do not add up or asking why the candidate left a good company to start their own business. A top Recruiter uncovers the person behind the resume and presents him or her to the hiring manager. All other administrative and software skills can be learned or done by someone else. I will take a competent Recruiter who has strong Intuition anyday over a mere resume screener.

Melody Anicich

• ▶ Reply

Permalink Reply by Simon Meth on July 3, 2009 at 9:00pm

Hi Berge,

Passion is certainly great to have and I'll assert that the best recruiters have it in spades!

Cheers!

Simon

Berge K said:

Assessing people being a broad term, I think the ablity to understand who is really passionate about the job and has the ability to do it. Even if he or she might need to upgrade skills over a few months in order to really be good, I think finding the right passion in a person goes a long way. the rest is easy. I worked with corporations and small companies all over the world, did tens of interviews with all sorts of recruiters and none of them asked me "what are you passionate about in life"
I feel training makes recruiters act like surgeons, these are the steps and here comes the next candidate. Not much humanity in human resources sadly............
Every time I saw an interview with a business icon, be it Buffet, Jobs etc..... they all without fail repeated multiple times that their passion and love of the job is the single most important reason they succeeded on the long run. They said it and I heard it................ I have seen in corporate America so many good people really did not care which company/industry they worked as long as the conditions were good. I will never get this one......they must be passionate about something I would like to guess.

• ▶ Reply

Permalink Reply by Simon Meth on July 3, 2009 at 9:04pm

Hi There,

I appreciate your comment. I could have done without your plug/link at the end though.

Thanks,

Simon

JobsforKarma said:

When we recruit our biggest fear should be weeding out a candidate with a star potential, by mistake. Before rejecting any candidate we should go through our check list and take a fresh look at everything from a third party's point of view. www.jobsforkarma.com

• ▶ Reply

Permalink Reply by Simon Meth on July 7, 2009 at 11:50pm

Hi Sandra,

Wow! That's a really positive take.

Thanks!

Simon

Sandra McCartt said:

Simon,
As a TPR, i work with some world class corporate recruiters. I think it must be the toughest job in the world. The ones i love to work with have: The patience of Jobe, company knowledge of the marketing dept, negotiating skills to settle a nuclear threat, risk management ability of the legal department, communication skills and selling ability of a politician, benefits/salary/budgeting knowledge of accounting, payroll and insurance departments. They can herd cats, say no with a smile, settle staffing reorganization problems, close deals with hiring managers, TPR's, ad vendors, ats vendors, initiate the onboarding process, babysit a candidate, a hiring manager and the administrative staff, while at the same time recruiting top candidates when everybody is moving the goal posts. They do it under the pressure of "it needed to be done yesterday "and then have to get up tomorrow and do it again...and love it or act like they do.

Kudos my friend, a great corporate recruiter is a "pressure player" who at least 50% of the time is the first contact the rest of the world has with the company and the last person to leave the office at night.

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