Wednesday Feb 04, 2015

Do You Really Need to Hire a Rock Star or Do You Just Think You Do by David Talamelli

I have worked with Hiring Managers at all levels and it is human nature to want to find the ‘best’ candidate when you are hiring – but Hiring Managers next time you are hiring for your team, quantify what the ‘best candidate’ means for your role. Ask yourself do you really want to hire a bona fide Rock Star or do you potentially really only need an X-Factor (or substitute The Voice, American Idol, or other) contestant for your role.

Many Hiring Managers when they are hiring for their team will loosely throw around the term ‘Rock Star’ and follow it up with comments like ‘I want the best in the business, I need a game-changer, I need someone who can take us in a new direction, etc……

There are 2 main things that I question when I hear someone say these statements. The first is, when I hear a Hiring Manager say statements like this, I think wait a second all I am hearing is what the Hiring Manager wants or needs. A good Recruiter will challenge the Hiring Manager and work out what is the value proposition for the candidate? It is great to hear what a Hiring Manager wants but any work relationship is a two way street. While a Manager may address what his/her needs are when they work with their Recruiter, what would this potential role give to this all star candidate that they want to hire. If your Recruiter does not ask you this or qualify this with you, I recommend looking at the service you are getting from your Recruiter.

The second thing that causes alarm bells for me is really a follow on from the first statement and that is : is the Hiring Manager trying to put a rock star candidate into a regular role or a regular company. If you are hiring and you look at your role on offer and your company – does your role or company really necessitate a rock star candidate?

A few examples of this could be you want a person to change the ‘game’ (what ever that means to you), but you look at their productivity based on how many hours they sit at a desk not by results achieved. Or for example you want the best sales person there is in your industry, but your commission structure is not competitive or your company’s management style is outdated, tired and unproductive.

In these examples why would a ‘rock star’ want to take on one of these roles? What is the value proposition or attraction for them to consider this role. If they are the best in the market, odds are that they are already in a good role and do not need to go anywhere. So what is it that you offer that would make that person you want to stand up and take notice.

Rock stars need to be able to make success happen – Eddie Van Halen didn’t create his great licks and solos following a script. If you want to hire someone who will take direction as you need and be a corporate clone of what you want, you probably want to hire an X-factor candidate that will do as they are told and follow the script to create their 15 minutes of fame. If you really want to hire the best candidates in your market make sure that you have the business need that necessitates you finding and hiring that person otherwise you will end up putting a high achieving individual into a regular role which may create a situation where you have hired the wrong person for the role you needed to hire for.

The flow on effect of hiring the wrong person has multiple implications. Not only will the relationship with your new star hire likely sour, but you will have invested a lot of time and energy to get this person on board only to have to go through this exercise again. Not every role in every company requires a rock star – before you start sourcing candidates for your next requirement, take the time to really understand what you need out of the role. It is more important to find the person who is the right fit for the role you have then necesarily just looking at the brightest student, the best sales person by $$$ booking, etc…..

This post was originally published on David Talamelli's Blog Page.

Tuesday Jan 20, 2015

Good Recruiters Know How To Close Candidates (It’s the ABC’s of Recruitment) By David Talamelli

Luck, good old fashioned luck. How many times as a Hiring Manager have you identified a great candidate, went out and got your approvals, sent out your Letter of Offer to the aforementioned great candidate thinking the job was done, only to have your great candidate let you know ‘thanks for the job offer, but I can’t accept the offer because……… (insert reason here: counteroffer, partner not happy, can’t relocate, other offer, etc…..). If you are a Hiring Manager and this happens to you regularly you need to sit down with your Recruiter now! 

Bad Recruiters, will say it was an unforeseen circumstance and just bad luck, where as good Recruiters would have seen this coming a hundred miles away and either probed the candidate further before making an offer and closed any loose ends or realised that the job you had to hire for was never a top priority for the candidate.

abcs

Yes Recruitment has many similar traits to a good sales model. One of the classic sales lines is to know your ABC’s and Always Be Closing and this holds true in recruitment as well. I have seen both good and bad Recruiters in my 16 years in Recruitment – good Recruiters know the job they are hiring for, know the Hiring Managers needs and know the candidates needs. They always find a way to balance all these needs into a smooth recruitment process for everyone involved. To create a smooth process the Recruiter needs to always be keeping their finger on the pulse of the candidates and Hiring Manager.

‘Always Be Closing’ is not a bad thing, and I think many Recruiters are afraid to ask closing questions to candidates for fear of being seen as unfriendly maybe or fear of what the candidate may actually say. In some Recruiters minds I suppose they take the approach of ‘don’t ask, don’t tell’ and hope and pray that the candidate they have found takes the role they have, because deep down they know the candidate is probably not happy with some part of the role/salary/responsibilities. To me this makes no sense. It does not make sense to invest the Hiring Managers time, the Candidates time and your time as a Recruiter putting everyone through a process that will not have outcome everyone wants to achieve. If you don’t have the ‘what are your salary expectations’ conversation at the beginning of the process why put a candidate through multiple interviews and get to the end of the process when it turns out they want $20,000 more than what the role you are filling pays.

Good Recruiters, will take the time to understand the candidates they are working with, they will know what they think of the role, what their salary expectations are, if it is the next natural step in their career, if they need to relocate if they are open to that and if their family is supportive of a move. They will understand and be able to address any questions or concerns a candidate may have and the candidate may have new questions come up at different stage of the interview process. If you are not talking to your candidate to help them through the process and keep them educated about the role/company so they can make an informed choice you are doing your company and the candidate a disservice.

If the role is not right for the candidate – don’t try to fit a square into a circle, it means you must go find and screen candidates who not only fit the requirements of the role but also find people where the role fits their requirements for the candidates next career opportunity.

This blog originally appeared on David Talamelli's Blog.

Friday Jan 18, 2013

The Recruitment Evolution by Louise Allen

Before we talk about the recruitment industry and 2013 trend predictions it’s important for us to reflect on 2012 and the challenges it presented. Our global economy has seen a continuing shift in the balance of activity move away from advanced economies and toward emerging markets, creating an increasingly complex economic landscape.  The October 2012 edition of the World Economic Outlook suggests ‘bouts of elevated uncertainty have been one of the defining features of the sluggish recovery from the global financial crisis’.  

We witnessed companies implementing even more sophisticated cost saving strategies. As a result many technology organisations saw their customers deferring/cancelling their projects which had no immediate revenue return or cost saving.  This subsequently affects industry revenue growth, which is intrinsically linked with recruitment...  

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Friday May 20, 2011

Are All Recruiters The Same??? What Does a Good Recruiter Do by Prinz Mandap

 Prinz Mandap who has recently joined Oracle has written a blog post about the intangibles that good Recruiters bring to the table. 

I’ve often wondered what people actually think specialist Recruiters do. There’s the usual stigma that we’re “just another used car salesman or real-estate agent” and all we do is “whack an ad up on Seek and wait for the flock to arrive in droves”. More often than not, people assume Corporate Recruiters rely solely on candidate applications through the various job boards or basically spam everyone on the market, then sit tight, hang around and hope for the best.

 Yes, fine it’s very easy to advertise, become complacent and pass the time before candidates decide to apply. However the ratio of serial applicants to those who’d be considered genuine quality is about a 10 to 1. And even then that’s quite generous! Another pretense is that Recruiters simply scour the social media sites such as LinkedIn, type in a single key word, search in the area they’re after and mail blast every listed candidate with the specific buzz words.

I’m here to clear it up now. It ain’t that easy.

Why do we call ourselves specialists in our field? Well, it’s the same reason why anyone doing what they do is a specialist in their own field. You know what the intangibles are, the factors most layman’s wouldn't have even fathomed. To quote ESPN.com’s The Sports Guy, Bill Simmons, you've figured out “the secret”.

You’re a GP because you studied medicine for 10 years and you can tell when someone actually has the flu or just the common cold. You’re a specialist forward for Barcelona because you know where to be at the right time and how to score crucial goals from the left. You’re a Senior Software Developer because you’re a great programmer who’s specialised in .NET since 1.0 and can see algorithms before anyone else wakes up in the morning.

Whether in a recruitment firm or large multinational, good Corporate Recruiters are specialists in their own field because they too have figured out “the secret”. They too can decipher the intangibles. They know who the better fit will be when two candidates have the exact same skill set while everyone else can’t split them down the middle. They can envision how a hiring manager will react when you present them with a specific CV. They know perfectly, the working environment that will best fit a candidate and can foresee their future success in that role.

If I posted a tweet saying I needed an IT Sales Rep who’s worked in the applications space, what would I see? I’d probably get a ton of replies and RT’s from different salesmen working in applications, currently ready and willing, explaining why they’d be perfect for my role. But what if I needed someone who was unique to that organisation personality wise? What if what I was looking for was someone aggressive, switched on, proactive and innovative? Basically someone who was entrepreneurial? As opposed to someone from a more laid back, consultative, relationship management environment?

Am I being too fluffy for you? Maybe. But that’s the fluff that separates candidate A from candidate B (who on paper possess the exact same X’s and O’s); the difference between someone having a 2 month career at one company and a five to 10 year career.

The reason we do what we do and we’re good at it, is because just like every profession, just like whatever it is that you do, we’ve come to learn through years of hard toil, what “the secret” is.

It might sound cheesy to you, but trust me… A good Recruiter can likely already tell whether you’re going to be a good egg or not.

Thursday Jun 10, 2010

Informal Interviews: Just Relax (or Should I?)

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Monday Oct 19, 2009

The DownUnder Recruiting PodCast

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Wednesday Aug 19, 2009

In Recruitment - Customer Service is King

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Wednesday Feb 25, 2009

Five Trends We May See Happening in Recruitment

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About

Oracle has a dedicated Global Team of Recruiters who are responsible for identifying and bringing talented individuals into Oracle. This Blog gives people an insight into what it is like to work at Oracle and provide an avenue to explore opportunities with us. Initial enquiries can be made to david.talamelli@oracle.com

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