TekVivid, Inc’s Post

Transcript

I want you to imagine the value of your technology candidates viewing you as their lifetime career agent. When you develop a strong relationship, you can help them advance throughout their career and attain their short as well as their long term goals. Now there are five basic rules to nurture Our relationship rule #1 is you've got to do the right thing for people. You can't just put somebody in a job because you're being pressured to fill the job. You've got to do the right thing for the individual. Rule #2 is always do the best job you can. I believe in working at a level 10. I don't think in the technical recruiting profession you can ever even be just an 8 or a nine because you've got these individuals lives in your hands and regardless of what's going on in your life, they deserve you as your best. Rule #3 is you've got to treat others the way they want to be treated, which is a little different. I was always taught treat people the way you wanna be treated. But you know what, that might not work for your candidates. You've got to treat them the way they want to be treated. You've got to see the world through their eyes and put yourself in their shoes to really do a great job. Rule #4 is realized very quickly in your career. It's not about us, it's all about them. You know, again, we have a responsibility to put them in a situation that is going to help them advance their careers because we can hurt careers if we don't make the right matches. Rule #5 is realize it's not your job to agree or disagree with your candidates or judge them. Your job is to basically figure out what type of opportunity you need to put in front of them that represents their next career move and helps them advance. Think for a moment of the number of e-mail, text, and phone calls you make just through the process of recruiting. It's when you're recruiting the candidate to obtain their resume or CV Throughout the interviewing process with the candidate, you know during the time that you're presenting different technical opportunities to them. And then of course, you're scheduling interviews with your hiring authorities. Testing their technology skills. You're checking references and verifying credentials before interviews, you're prepping them, after interviews, your debriefing them, and hopefully at the end you're extending an offer. But when you think of the candidates you've interviewed and you've done all this for, how many of them were placed by another technical recruiter? I want you to think about that for a moment. You put all this time and you've had all this communication and all of a sudden they're placed by somebody else because that person did a better job of really understanding what was important to this person. You have got to enhance candidate relationships. Share expectations in writing. Let them know what you're going to do for them. Let them know what you need from them in order to find a job that they're going to accept. Follow U and touch. You can't just talk to somebody over one or two weeks and then drop the ball. And have them not hear from you. When someone doesn't hear from you, they think you've lost interest and set this whole relationship U early. It's really great in early in the conversation to say, you know what, I'm going to take my direction from you because if you say this to somebody, they're going to be very inclined to give you directives. Establishing these relationships with tech candidates will help you represent the best talent, will increase referrals, and will enhance your ability to surface the best technical talent.