Priority Number 1, What To Know First?

Many recruiters only feel sure in their job when they know substantial technical details of the job contents of the vacancy they are working at. So they want to have courses in finance for non-financial people, or IT for non-IT people so they gather information, which they can use for their interviews. Now I am not telling that this is a waste of time. But what do you do if you have a vacancy in a certain field you have never done before?

Does it ever occur to you that you canít know everything? Does it ever occur that you donít have to know it all? Actually, Iím telling you, you donít have to know it all. What you do need to know is the art of asking questions (and the genuine interest to listen, listen and understand). And you need to know where you can find the information you need. And to interview enough candidates to make up your mind whoís good and who doesnít fit your customerís requirements.

Youíll find that many of your customers donít know who theyíre looking for. They need you for this. Youíll find out that many candidates donít know what job theyíre looking for. They need you for this. And you can find out by asking (and listening to their answers and understanding their answers).

Plan your interview around three levels of questions. So easy, that hardly anybody does it, and Iím writing this down because I know it works. It works with my wife, with my kids, with my customers and with my candidates.

Here it is, and be sure, the list is not complete:

1. Friendly Atmosphere
Create always a very friendly atmosphere with your positive and happy attitude,

2. Ask for facts
Most of us do this; most of us donít go any further. Thatís why most of us will stay average.

3. Ask: ìwhy?î
ìWhy did you study this?î ìWhy do you want to change from job?î ìWhy do you feel you canít grow in your present job?î ìWhy would you like to work for this company?î ìWhy do you want to double your salary?î ìWhy do you need flexible/ambitious etc. people for your company?î Most of us donít ask these questions, just because you assume you know why. Bad news for you: you donít! Unless you ask. Stop assuming, start asking. And continue to the magic 3rd level.

4. Ask: ìWhat do you mean with this?î
Or ìwhat does this mean to you?î because than you know what people really mean with ìbeing ambitiousî or ìbeing flexibleî. If you donít reach this level of questioning, you will never ever reach a good understanding with your candidate, your customer, your wife/husband, your friends and your kids. Hardly anybody does it, thatís why so few are really good recruiters.

5. Repeat your understanding
Of what you hear in your own words. Youíll be surprised what a deep and meaningful and exciting interview youíll have. Youíll be surprised how poor your understanding was.

6. Google for more information
Just enter the job title and youíll have a lot of material, which leads you to a good understanding of the job contents. Within a couple of minutes.

7. Interview as many candidates as you can
Ask them what they should ask to distinguish the professional from the amateur.

8. Interview as many candidates as you can
To be able to have the biggest choice and to make the very best match. Interview rather 30 potential candidates. Fewer than 5 interviews is a guarantee for failure. Over 10 are a guarantee for big long-term successes.

9. Design questionnaires
For each type of vacancy as a result of the fore-mentioned points and you are always prepared.

10. Oh, and be prepared for every meeting
Whether itís with a customer or a candidate. Google their names and their companies and see what you can find out.

11. And always be in a positive mood

12. Donít judge your candidates
Describe them. Your judgments are always wrong, your descriptions might be correct.

13. Be friendly,
More than friendly and give unconditional respect. This means, donít put any condition on the respect you have for the people around you.

14. Be help driven

15. Work with the best recruitment software available on the market (TalentBase).

Simple questions lead to great understanding. Facts, Why and Reasons behind the Why. You can apply this immediately and in nearly every situation, at work, at home, in the gym. Whenever you talk to somebody. And hereís the secret why so few do this. Because most of us like to talk, not to listen. And most of us know already what the other is thinking, and how the other person is. Most of us jump into conclusions the moment we see a person. We base our opinion on appearances, not on facts. I feel lucky as I am working together with a bunch of very knowledgeable recruiters. Theyíve decided to ask, listen and understand.

I am curious what you will decide. Will you let me know? Thank you!

For more secrets read next timeís issue or write an e-mail to gerard.koolen@lugera.com (thanks again) and you will receive regularly all other secrets (also if you work at the competition, Iëll be more than happy to send you all the secrets). Gerard Koolen is Managing Partner at Lugera & Makler.