Corporate recruiters are vital to an organization’s success. They don’t just fill in vacancies, but they ensure that only the best fitting talents are hired based on company objectives, strategies, and requirements.
However, hiring corporate recruiters does not only depend on recruiting skills. Many things can be different which could affect how they do they job. These include recruitment budget, employer brand, sourcing support, candidate profiles, metrics and scorecards, recruitment programs, location, business process, compliance, compensation, and tools.
So, what makes a great corporate recruiter? In his webinar “How to Interview & Select Great Corporate Recruiters,” John Vlastelica, Managing Director of Recruiting Toolbox, teaches us about the methodologies you can use to assess a corporate recruiter.
Preparation and Interviewing Techniques
The key to an effective interview is to be prepared. It goes beyond memorizing your questions. It’s about understanding what you are looking for, which is critical in defining your hiring criteria.
The four evaluation categories used to predict the on-the-job success of a candidate, according to John, are recruiter skills, soft skills and fit, achievements, and job match and motivation.
Assess a candidate with these categories through:
1. “Tell me about the time when” questions. Can the candidate back up his claims in his resume? Can he demonstrate some of his skills in person and under circumstances he’s likely to face every day? The “Tell me about the time when” kind of questions can help you answer these.
It’s a classic yet effective interview question to probe into the candidate’s past performance, success in previous projects, and techniques used to get it done.
2. Role playing. Can your candidate solve a problem in real-time? Throw that “Give me an example of…” and “How did you…” questions to your candidate to review the actual skills he has in his recruitment arsenal. Have your candidate audition for the position and show his skills in the room.
9 Questions to Guide Your Interview
Select the best corporate recruiters by taking note of these pointers:
1. Do they know their requirements or jobs? Some candidates can be good at sourcing, hiring, and closing, but many struggle to understand the job requirements they need to fill. A good candidate must be able to relate the job requirements to the job ads.
2. Do they know their target resumes? A good way to test the candidate’s skills is to give him a stack of CVs and two job postings. The right candidate must be able to match the resumes with the job requirements.
3. Do they know how to build a strategy? Corporate recruitment is not just about sourcing and hiring. An effective candidate must be able to develop a strategy on how he will fill out the job vacancies in your company with the right people.
4. Do they really know how to source? An effective candidate must go beyond the post-and-pray hiring technique. In the job interview, the applicant must be able to show you the specific steps he did with the most aggressive hiring campaign he has been part of.
5. Do they know how to sell? Good corporate recruiters must be able to engage applicants. After all, many high performers don’t always respond to the job ad. Effective applicants must have a “selling” skill.
6. Do they know how to screen? Apart from matching CVs with job ads, a good corporate recruiter must be able to screen which aspects to focus on during the first point of contact—usually a phone interview. An effective candidate must be able to spot the red flags and deal breakers early on.
7. Do they know how to close? Closing is an integral part of the recruitment process, and an applicant must be able to have this skill down to pat. An effective candidate must have at least one example of a tough close to share.
8. Do they know how to build a good process? Ask the candidate if he has ideas to speed up the hiring process. This will show his potential in helping build a good process for your company.
9. Do they really know how to manage clients or partners? Good candidates must be able to manage their stakeholders and hiring managers or partners. Ask them to share an experience they had with a difficult hiring partner and how they overcame these challenges.
Establishing teams in the Philippines for the first time can be daunting. Team search is a massive and time-consuming campaign that requires corporate recruiters to find the right talents at the right time. Use these techniques can help your organization find the top foundation it needs.
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