#TalentAttraction #Tuesday – ARE YOU RECRUITING – OR SIMPLY CLERKING?

By RecruiterGuy | March 16, 2021

Many company recruiters think they are Recruiting when they are Clerking. Is your idea of sourcing candidates for your positions to create job postings? You are a clerk. Do you allow the company Applicant Tracking System or the Human Resource Information System to screen out candidates to get you to the top 2 candidates, without looking at the other applicants? You are a clerk. Do you independently search for viable candidates outside of posting and hoping? If not, you are clerking.

What IS Truly The Difference?

Recruiting is a SALES process. Clerking is an administrative process. If you are Clerking, it is understandable. The Society for Human Resource Management (SHRM) client support last year informed me that the recruiting process is an administrative process.

Unfortunately, this is the crux of the matter – and the reason that Human Resource departments unintentionally drive Top Talented candidates away from your company Every. Single. Day.

Try this experiment with your automated tracking system. Take one of your company’s job descriptions and for the sake of this experiment, adding that a high school diploma is required. Then take one of the resumes from Your automated system. Substitute some of the descriptive words in your job description with other words that describe the same duties. Pick someone with a college degree, like Harvard University. Do they score in the top 80% of candidates? – no.

How Is Recruiting Different?

In the Recruiting Process, you utilize many different sources to discover the best candidate. Can you post the position on your organization’s website? Absolutely – and you should, with this caveat. Do not require professionals to complete an application prior to a conversation with them that creates mutual interest. Otherwise, the best candidates will not apply – unless they are desperate. There is plenty of time to complete the application before the interview.

Currently, I am recruiting for a difficult to identify Engineer for my Talent Attraction client. Posting the position by my client has not found the right person for 6 months. I am using information that I found on the Internet to create a list of potential candidates. Within 2 weeks, I have identified 78 candidates who have the right base credentials.

Now it is “Smile and Dial” time to RECRUIT the best people to my client. Late last week, I spoke with 2 candidates. Honestly, I thought I had a good person selected, but he had a legitimate reason for not being able to make a job change right now. Back to the Phones!

Will I post the position on my website? Possibly will do so at the end of this week. Currently, I am running in stealth mode. Bluebirds will occasionally fly through an open window. One important difference between my posting and the clerk’s posting is that I will look at each resume – and not depend upon Keyword Search, because that search is not dependable.

How Do We Transform Our Clerking to Recruiting?

This transformation requires the commitment of the C-Suite Executives to become a Talent Attraction company to Attract the Best Talent, instead of the Clerking talent acquisition company that drives the Top Talent into your competitor’s arms.

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

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USA 01-435-714-4425 Bill@RecruiterGuy.com

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