The Top 10 Answers to “How Do You Recruit Today?”

By Paul Slezak - Mar. 29, 2017
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During our sales process, one of the many questions we ask when qualifying a prospective client’s requirements is, “How do you recruit today?” To be honest sometimes the answers amaze us. In fact, they often remind us of exactly why we started RecruitLoop in the first place.

We thought you might enjoy them as well, so without further ado, we present our top 10 answers to the question, “How do you recruit today?

10. We don’t. This is our first hire.

Congratulations! As we learned a long time ago, making your first hire is crazy, amazing, and wonderful at the same time.

9. We use 10 different contingent recruitment agencies with consistently inconsistent results.

This one is almost a direct quote. With this many firms, you’re bound to get spotty results. It’s also tough to figure out which candidates come from what recruiters, which can make things a bit confusing when you’re trying to figure out what invoices to pay!

8. We get resumés from an algorithmic matching service. We’re not clear on the algorithm. Or the match.

Resumé matching services can definitely help you find candidates when you have a clear job description. But if it’s not working for you, you might want to consider reworking your job description or asking more questions the next time you talk to your matching service provider. Oh, and I hope you’re doing something with those resumés!

7. We use UpWork for sourcing, but then we don’t do anything with the resumés.

Honestly, I almost couldn’t believe it when my sales team told me about this one. I mean, why would you spend money on an outsourcing service only to get, what, kindling for your next bonfire? You can get good results with outsourcing, but you need to give your freelancers feedback and then actually act on the results, or else you won’t actually hire anyone. Which seems rather suboptimal. Of course this is where our sales team would plug our Sourcing as a Service offer.

6. Our admin does most of it. When he’s not running everything else.

What’s his name and phone number so that I can call to congratulate him personally? But seriously, this is an insane amount of work to put on a single person. You’re asking someone to (often) handle your schedule, administer your office, sometimes even run your benefits and payroll ON TOP of doing recruiting, which trust me I am fully aware is a full time job in itself. I’m tired just thinking about it.

5. We plaster our post everywhere. Wow, does that get resumés.

Oh, do I feel your pain here. When I was a hands-on recruiter, this is exactly how I usually got resumés. If you’re not getting good resumés, however, you should take a look at your job description and where you’re posting it. You may be able to get better resumes for your time.

4. We Tweet about it.

I realize that most people are more useful on Twitter than I am (because I pretty much just worry about bad grammar), but how is that working for you? Are your target candidates even ON Twitter? And do they pay enough attention to even see your posting? If they follow more than 400 active tweeters, your post gets lost in the shuffle.

3. Spend obscene amounts of money on recruiters we hate

You know the awesome thing about hitting yourself in the head with a hammer? How good it feels when you stop!

2. I do it myself when I’m not running everything else; I have 5 open roles right now.

Ouch. Yeah; recruiting on your own takes a ton of time and energy. A lot of our clients say that they don’t feel like they should have to choose between running recruitment and running their companies, but that’s exactly what they end up doing.

1. We use RecruitLoop

Of course I had to put this one in here. It’s our favorite, and we hope that most of you do the same thing! 🙂

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Seriously though, it’s often hard to get your head around the entire recruitment and selection process let alone having enough time to see it all through. After all when you’ve got all the other balls in the air, who really has time to write a job description, performance profile or capabilities statement for every role in the business? Not everyone is an expert copy writer, so how are you to know if the advertisement you plan to post on to a job board will even attract the right candidate?

Should you do it yourself, or should you engage the services of a recruitment agency? Do you have time to do it alone? But then again do you have the budget to use a traditional recruiter? What do you even look for in a recruiter? What do you look for in a resumé? How do you sort through the pile of resumés when you are inundated with applications to find the diamond in the rough?

And to think that all these questions need to be answered before any interviewing even takes place.

If any of our “Top 10” resonate with you, there is a light at the end of the tunnel!

Cofounder and CEO at RecruitLoop. I've been a hands on recruiter, manager, trainer, coach, mentor, and regular speaker for the recruitment industry for nearly 25 years.


Paul Slezak

Cofounder and CEO at RecruitLoop. I've been a hands on recruiter, manager, trainer, coach, mentor, and regular speaker for the recruitment industry for nearly 25 years.

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