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Both things make them angry. The first I’ve heard; the second I know for sure. I don’t know personally about the gorilla aversion to smiling, but I’m very familiar with the hiring manager aversion to being told to “follow the process”. Be nice if that was all it took to …

Lots of recruiting managers are asking me to help their recruiters become more consultative, more proactive, and even acquire new skills like writing more marketing-oriented postings. They are demanding their recruiters have these skills and including them in performance appraisals. They are also asking for these skills when hiring new …

Once upon a time it was enough for recruiters to just keep looking for more and more candidates to send to hiring managers, hoping at least a few would be a fit.  Every day recruiters spent time trying to find candidates for positions not fully defined and tracking down hiring …

Many times when talent acquisition leaders ask us for assistance in coaching their recruiters, they say the awful “O” word—order taker. They want help transitioning recruiters from order takers to business partners/trusted advisors, etc. Have I found teams where recruiters are functioning as order takers? Yes. Are hiring managers happy …

Questions Order-Takers Don’t Ask Click on the link above to get great questions you’ll use every day! Pick, choose, modify as you wish. Ask as many as you can. My motto is keep asking questions until it becomes clear you shouldn’t ask any more—at least not in this meeting. When you ask …

Ask this question even if you know the answer I have no doubt you can give candidates compelling messages about what makes your position exciting, good for their career, etc. So why would I want you to ask your hiring managers why they think it’s a great opportunity? For these …

Countless times recruiters tell me they need better and/or more ways to source candidates. This understandably seems to be the solution when: Searches have been open for a long time, and everyone is unhappy with how things are going The hiring manager rejects candidates the recruiter thinks fit the requirements …

Time-to-fill could be a great way to see where there are issues unnecessarily adding time to the time it takes to fill positions. But the traditional way to calculate time-to-fill misses those issues. So, you may be evaluated on a statistic that does not tell the whole story. Unfortunately, time-to-fill …

*this is not to throw hiring managers under the bus—I get they have a lot on their plate. But if they aren’t giving you the time, information, etc., that you need, let’s guide them to changing that. Finding great candidates is absolutely essential.  I believe that recruiters are doing exactly …

You are confident in your ability to manage the candidate side of your job and demonstrating that ability every day.  I wish I could tell you that’s enough to be successful, but it isn’t. Equally important to your success is building  strong  business partnerships with your hiring managers. This side …