Recruiting: The Art of Precision

Hello World, Today I feel the heat.

Not only outside.

Inside.

So then, I feel the fire to write these lines because I believe it's time for us to move faster in the Recruiting World.

It’s really painful and so frustrating to have in the market:

Thousands of openings.

Thousands of candidates.

Thousands of applications.

And somehow...

We're still missing each other.

Why?

Because somewhere along the way we forgot that...

Recruiting is the art of precision.

Precision starts by being crystal clear about the talent we need to hire and, more importantly, why we need to hire.

Most people think recruiting starts when the job is posted or when the open requisition is created, maybe because Mary or Luke left. Or because... what the heck! We already have the position authorized in the headcount, so then we need to fill it.

It doesn't.

It starts much earlier.

The real start is when the business need arises, which means it is crystal clear that you need that person to do the job, to solve that problem, or to accelerate or achieve that goal that the company needs.

Can you see the relevance of the starting point?

That need is the reason causing you to have nightmares or chills.

This reason, sadly, most likely does not even exist or isn't understood in the job description.

So then, the business need and the job description are not always the same thing.

And that changes everything.

So, why then be so crazy excited about sending your job description to your recruiting team?

Job descriptions, as I have previously said if you have read me before, are useless unless they are well made. (It’s possible, but again, sadly it is not so common to find an effective job description.)

Now, let's talk about a crucial interaction between hiring leaders and us. Yes, I am talking about the intake call meeting.

I honestly believe it is one of the most underestimated conversations in recruiting.

It shouldn't be.

That conversation determines everything that comes next.

If the profile of the potential right candidate that we need to find isn’t crystal clear...

The search won't be.

The interviews won't be.

The feedback won't be.

The hiring decision won't be.

So how do we get crystal clear?

Through the Candidate MUST HAVES. (Capabilities)

But then, you might be facing some bumps on the road.

More than five MUST HAVES?

Mmm...

That makes me think.

Maybe the position isn't clear yet.

Maybe success hasn't been defined.

Maybe another intake call is needed.

Because if everything is a MUST HAVE...

Nothing really is.

Recruiting isn't a numbers game.

It isn't luck either.

And no...

It isn't magic.

IT IS PRECISION!

Timing precision.

The right candidate.

The right time.

The right capabilities.

The right compensation.

Yes...

Money matters.

OMG! Let's stop pretending it doesn't.

Say Hi to one of the most important dealbreakers!

Another conversation for another day...

So before finishing these lines, I want to invite you to reflect on this:

Perfect companies don't exist.

Perfect candidates don't exist either.

So, stop looking for perfection.

Look for clarity.

Check those boxes that are needed to be successful in the role.

Yes, I am going to say it again.

Check the boxes.

No more than five!

Look for readiness.

Look for the encounter point between the business need and the person who can solve it or accelerate the outcome the company needs.

That's where great hiring happens.

That's precision.

For your Success,

Ivonne Feizy