We spend so much time trying to figure out what recruiters should be doing – boring. Spend time on what managers and leaders should be doing during the recruiting process. And I don’t mean get leaders to simply interview or review resumes. Try these ideas on for size:
- Transfer employee referrals to leaders. Switch to leaders marked as high potential, employees in rotational programs, team leaders with great results, or employees who won awards for performance. Name somebody better in your organization who is better to vet someone that was recommended by a fellow employee. Your employee referrals may go down in number, but up in quality.
- Give your candidate an exercise during the interview, and have a leader sit in and watch them think and perform. Its amazing how people learn about someone when you watch them work. Results are easy to assess, but if you want to know the thought process, you have to see the work getting done.
- Have a leader who is NOT the hiring manager run the interview debrief session. Recruiting should advocate and prompt here when needed, but get your leaders to take the reins – they will absorb more accountability and hold the hiring manager accountable too. You probably have to prep them before, but sit on your hands during the session – let your leaders challenge each other.