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
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
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”
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.