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You asked; I will answer. The #1 inmail question I receive is: "How do I get into Recruiting?"
I'm interested by the volume of millennials targeting a career in recruitment. When I got into it, no one ever really dreamed of becoming a recruiter or went to school for it. Most of us fell into these careers, and I was no exception. In my (very early) 20’s, I was called by an agency to discuss an admin role with a CPG company.
This was my first time interviewing for a large company and through a third party. I found myself immediately drawn to the process; I wanted to know how they selected top talent; how they narrowed the list of contenders; what makes a candidate good versus great...or not so great. I started to ask these questions and the interview took a different turn. By the end, she offered me a job to join her team as a recruiter — and I took it. To this day, I am so grateful she saw something in me and gave me the opportunity, as I don’t know if I would have ended up in this career without that experience.
First thing you should know: recruiting is sales. You have a quota, you have customers (internal managers and external candidates), you are expected to hire "X" number of people per month/quarter/year. For the most part, you're measured against others from your team so you're constantly trying to be the best at what you do. At salesforce.com, we call it a "co-opetition."
Recruiters are on the front lines; we're selling vision, corporate culture, leadership and the company. It’s incredibly rewarding when you find the right candidate, for the right position, in the right organization, at the right time. Hiring the right person leads to a stronger ROI for the business. As that company develops your skills and gives you the ability to learn and grow, everyone wins! On the flip side, the cost of a bad hire can be a huge set back to an organization and their bottom line.
So — how do you get into recruiting?
Are you naturally inquisitive? Well, you're in the right place. In this role, you need to question everything. That's how you get to the meat of what hiring managers are looking for and uncover whether candidates meet those needs. There's usually a mix of situational, behavioral and standard questions, so prepare ahead of time. Never wing an interview — especially when you're targeting a role as a recruiter. You want to be confident, not arrogant. Know your strengths and your areas of development. Discuss why you're interested in the role and the company; after all, it's a package deal. Ask why the position is available, listen to their response and then tailor your experience to help solve the gap. Before you interview for a position in recruitment, research top interview questions, prepare honest and thoughtful responses that spark conversation, and take it from there.
Recruiting is a massive field compared to a few years ago. You're almost guaranteed to know someone who knows someone in recruiting. Use that to your advantage. We look for go-getters. If you are targeting a specific company, find some of their employees on LinkedIn send them a note. Don't be shy. You want as much information about the company, expectations and culture as possible. Bonus: now you know someone on the inside who can likely refer you to the vacancy. Building your network with folks in top-rated companies is a great start.
Something you should know up front: we use social media, all day, every day. What does that mean for you and candidates we’re interviewing? It means we're doing our homework. Research plays a role in how recruiters narrow down the talent pool. We will Google you, read your Twitter posts, check out your Facebook, etc. Nowadays, everything is one click away. Make sure you manage your online profile. Don't change who you are, but remember, not everything needs to be public knowledge. In addition, since recruiting is predominantly sales, ensure that your public profile is selling you! Whether you're a new grad or a seasoned professional looking to make a career change into recruitment, get recommendations for your LinkedIn profile. They are important and help set you apart from the masses. You want to advertise all of the competencies you bring to the table. No accomplishment is irrelevant!
When I interview, I look at experience, as well as accolades and personality. In recruiting, you need to be able to ask for the things required to help you be successful. You must know how to be in the driver's seat and run the interview much like a sales professional would run a client meeting. What is the most important part of a sales meeting (besides the content)? The close. Closing is the final step in the process of making a sale. At the end of the interview, take the opportunity to ask for the job. A soft "close" goes a long way to receiving a job offer especially in recruiting. (Example: "Is there anything in my background that would prevent you from moving forward with me?" or "Have I thoroughly answered all of your questions regarding my ability to succeed?") When I hear these questions, immediately, I am impressed. It demonstrates self-awareness, fearlessness and a desire to grow and succeed.
Believe in yourself and what you can accomplish, then work to remove the obstacles. Be confident and driven. Motivation is key.
Good luck and let me know when you secure your first recruiting job!
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