Discipline always seems easy from the outside. The famous story about Dali springs to mind. Someone asked him to draw something on a napkin. He draws a picture and then demands a million pounds from them for it. They refuse. “You only took 30 seconds to draw that!” to which he replies, “Yes but it took me years to learn how.”
We cannot claim to be the Salvador Dali or recruitment. Who could? But what we and the dedicated professionals within recruitment do, takes years to hone. To succeed, one needs experience and knowledge, usually within a specific sector. This cannot be taught in a classroom and must be lived.
A problem with the perception of recruitment is that the end product does not belong to the recruiter. The recruiter must step away before the final part, that of the candidate starting their role and excelling. It is this lack of seeing the job through to the very end that gives people the impression that recruitment is easy and a bit of a lark, really.
There is a kind of alchemy at play here within the skills needed to be a successful recruiter. The role they play can be very different each time, but they play an integral part in joining up the loose ends between the role and the candidate. Sometimes they search and find the candidate. Sometimes they communicate the company culture to the candidates. They may rewrite a job spec that isn’t clicking with prospects. Maybe they know the databases or areas to search. Perhaps, like many recruitment partners, they did all of the above. Regardless of what part they played, the ability to identify and complete the task needed to make the process run smoothly, is one of the reasons some feel that little effort is expended.
Anyone who has attempted to recruit without a recruiter knows that it may seem easy from the outside but, as mentioned above, there are many elements that go into finding, screening and hiring a great candidate. It may become more apparent if you need to hire a team, with the recruitment partner being what is needed when it is needed, over and over, to pull a whole highly-skilled team together. Then the amount of stress and strain required for such a campaign can be seen.
Having the staying power to go through that again and again is what separates real recruiters from those who try it and move on to something more well suited.
What makes recruitment hard? You must have a marketing brain, marketing the job role so that it is an enticing proposition. And when the tried and true measures fail, innovation is key as well as looking at situations from different perspectives. Empathy plays a major role.
Recruiters will have already gone through the slogging away part and will have already entered the working smart part. By this, I mean, they will have found ways to simplify and speed up their processes, but they will have found out the hard way, how to do that. Newbies have that all ahead of them. They must be able to handle the tricky balancing act of utilising just the right amount of time for the correct level of importance. Multitasking is paramount. This comes from experience.
Networking, self-promotion and influencing are all part of the job, even if they aren’t in the job description. Not everyone can brand themselves and those who do so successfully, have been working at it for years. Great connections are forged through great word of mouth and great working experiences. There is no short cut for such things.
Dali could draw on those napkins day in, day out, and always produce something special. Recruitment partners can guarantee you the best chance of finding those amazing candidates too.
Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.