Recruiters often complain of sensory overload, and for good reason. Not only are we bombarded with a thousand bits of information and a dizzying array of decisions to deal with on a daily basis, we're also expected to make our fair share of recruiting calls, marketing calls, interview prep calls, follow-up calls -- and, if all goes according to plan -- a healthy number of reference checks and closing calls.
So how do we juggle all these chainsaws and still maintain a high level of performance? Here are some ideas to preserve your physical -- and mental -- health:
A common trap to avoid: We sometime fall prey to "dumping," which is passed off as delegation. For example, if an employer is unwilling or unable to give you a complete, accurate job description and instead refers you to the company's job posting, it puts you in an untenable position in which you can't describe the job any better, faster or more economically than the job posting can. So nothing has actually been delegated, and you can add no value to the equation.
Delegation: A Matter of Judgment As a recruiter, you must constantly decide which situations demand your personal involvement and which can be delegated. For example, in most cases, it would be unthinkable not to extend a job offer or close a candidate personally in real time yourself. But I've also found that in certain situations in which a candidate is experiencing "recruiter fatigue," it's more effective to delegate the job of closing to the hiring manager. That's assuming, of course, that the manager is competent to close the deal.
In my opinion, the use and misuse of delegation has become the single most important issue facing the recruiting industry. Remember that a recruiter's role is to add value, either in the form of experience, insight, judgment, rapport or courage.
Too often, we delegate the job of finding candidates to job boards, resume services or databases when we should be doing the heavy lifting ourselves, either by cold calling, networking or good old-fashioned detective work. If you find that a database or job board can do a better, faster or more economical job of locating qualified (and placeable) candidates, fine. If not, it's your responsibility to serve the client's hiring needs by getting on the phone -- or shifting your priorities to other, more fillable assignments.
Bill Radin is a top-producing recruiter whose innovative books, tapes, CDs and training seminars have helped thousands of recruiting professionals and search consultants achieve peak performance and career satisfaction. Bill’s extensive experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentals—or veterans ready to jump to a higher level of success.