|
Part -
V
-
Providing a briefing so that all those who are
conducting interviews are synched up and moving your efforts
forward.
-
Thinking about some advanced interviewing
strategies after the initial screening interviews (on campus or
otherwise). These include assigning interviewers to assess different
subsets of skills so you can gain a broader perspective on the
candidates.
-
Designing team or other simulations so you can
see your finalists in action, interacting with others (handling a
crisis or change, a leadership challenge, creativity case, a
prepared assignment, etc.). Make sure you also give an authentic
picture of what it's like to work with you so that they have the
information they need to make an informed decision during such
simulations.
4. Think relationships, not transactions. In having
had the good fortune to work with and advise many incredible recruiters,
I have come to understand that recruiting is about relationships, not
transactions. The best recruiters go about building relationships with
people, one person at a time. They do this broadly - with student
leaders, administrators (career management center staff), faculty, and
deans. Communication should be open and consistent with a long-term view
of any relationship (realizing there will be ups and downs, issues to be
worked through, and shared successes) as well as appreciation for each
others' roles.
The best recruiters - no
matter the balance of power in the relationship - also honor the golden
rule with candidates: They care about how they treat those who they
reject as well as those who they make job offers to.
5. Enlist an A-team. This is not a time to be modest
or low key. Nor is it the time to call on those who have the most time
for recruiting just because they're not so busy right now. Instead, call
on your best role models, those who are excited about their work and the
organization, compelling representatives who can stand for who you are
and what your organization is about. Putting together a group with a
diverse set of backgrounds and perspectives is most desirable. Also,
this is not about calling on the impressive titles. What it is about is
bringing together recruiters who are passionate about what they are
doing and have a natural ability to engage others. Find the people who
are committed to your organization and can show that commitment. |
