Recruiters: Do You Have Internal Credibility?
How to make friends and influence people, or something...
45 second read | 2 min video | Chime in on LinkedIn here
When I first got into recruiting, there were a few key phrases I’d hear and repeat ad nauseum. Jargon and common phrases that snuck into every job description and recruiting call.
I don’t think I’m alone here. You hear things, you repeat things...but do you stop and think about what they actually mean?
“Working with cross functional teams” comes to mind. Rolls right off the tongue. Everybody wants someone who can do that.
But it’s so bland and lifeless. And it’s like putting Excel on your resume. “Oh yeah I know Excel” but ask them how to use a VLOOKUP see how many crumble.
A more accurate ask: someone who can work with people with totally different jobs, skill sets, and goals. And build the credibility needed for them to follow your lead on what will help you both succeed.
Listening, learning, strategizing, communicating. Especially with leaders higher than you in the org.
How many people are actually well-versed in that? And more specifically, how many recruiters?
The upside is enormous: get a CTO or CMO bought into your vision for hiring that they take your direction on attracting talent? Then you’ll get them to cut a video, write a blog, or attend a podcast. Which you can use to attract more and better talent. (Which will in turn help them achieve their own goals.)
Or simply get them to realize when their expectations are unrealistic. The candidate market is too small or the pay is too low. Adjust from there.
You can become that ideal candidate people are always asking you to find.
Or you can be an order-taker. They’ll ask you to ‘find people’ and you’ll keep pushing that rock up the hill.
Your call.
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