Step-by-step instructions

OK, kids, we are fast approaching or depending on with this get posted already in the second quarter of the year. I know; I can feel another year speeding by. However, that does not mean we need to take the foot off the gas. Here in the US, hiring is posh again, and many companies are hiring like crazy, so I would like to impart some friendly advice to you. I hope you are OK with that.  So, since I will hopefully assume you are still reading along with this, I will break this post down to a few topics for you to digest. Ready? Dope, let’s go! 

Setting Recruiting Goals

I know you may have zero control over what your metrics are as outsourcing companies have different metrics; however, there is a way that you can aggressively attack the metrics. I am not sure if you will like this approach, but I have to say this worked for me in my agency days. It’s the data pure and simple. I am all for offers and getting good candidates into the right roles, but as I will later point out, we are all human, and we are hiring people, so we also need to think that way. Data is essential, though, fundamental as it can tell a story to show that what is happening now did not occur six months or even a year ago. COVID has shown us this, and I feel employers are getting this, finally. The ones that are not are facing a very harsh reality in the staffing world. At times companies and agencies look at what they need with a narrow reality. Many have seen or been part of what I like to call “high times,” in other words, the good old days of more people than jobs. EVERYTHING CHANGES! 

This is why data is essential. You need to go back and look at previous reqs and see what the time to fill was, maybe two years prior? You see not only the candidates that were spoken to but how many not only applied but who have sought after. You see, these are measurable numbers and easily quantifiable. You should have a reporting tool within your ATS that can show you everything. Now, goals are obviously different in every agency as is req load, so make sure you, as a manager, should be monitoring your staff. Some recruiters, the seasoned ones, can mostly take on more work while the junior team may be struggling. As a working recruiter, try to either discuss with your manager what is going on with your desk or that you are simply overwhelmed. It could damage your and the companies’ reputation for not supplying quality candidates to the hiring managers. As I have often said, “time kills deals.


Education is something I see and hear all the time from most managers. The recruiter is not sending me what I want, not even close.  That is primarily due to a lack of training on the roles you are being paid to fill. You should request formal training if you can get it but if not, when speaking with a candidate, let them talk and tell you why they would be suitable for the job. Why should you represent them? Take copious notes and store them in folders for future reference when you are doing resume reviews. Some great books deal with certain types of recruiting, especially IT, that will guide you through what goes with what. Both your candidates and managers will appreciate it, and you will get a great deal of respect and close more deals. 



This is paramount. No, really it is. This is one if not the most misunderstood thing in our business, and it shows. You need to ask questions from both the hiring managers and candidates. Often, reqs are written by HR for compliance reasons, and the manager wants something a little different. Make sure you have these conversations instead of just looking at the req and saying yeah, no problem. Time will be wasted, and frustrations will set in, and the manager will reject your candidates. Like I have said, before. Time. Kills. Deals. Unless you are running a full desk, ask them to give you just a quick 10-15 minutes of their time to discuss the position. Let them know why as well. I have found that managers really like this, and it shows them you want to make sure you are not wasting their time and will not be wasting yours. If you have an account manager, ask them to go to the manager or hop on a team meeting to listen to the manager. Sometimes things get lost in translation which in turn wastes time again. 


Just as speaking with the managers and account reps, it is also mutually essential to communicate with candidates. Once you begin the process, it is like a first date; you want to make a good impression on them as they want to do with you. This is really imperative to me, and communication with the candidate throughout the process should be professional. Still, you need to walk a fine line. You should have a good list of questions for them; however, do not be robotic when asking. Ask them at first how they are or how their day is going. It is a great ice breaker.  Walk them through the process and pick up the phone! Keep them in the loop as to where they are at, even if there is no feedback. Lastly, and one of my big pet peeves, if they physically interview with the hiring manager and do not get the position, call them to let them know. Then tell them that you will look for other roles for them or if one comes open could you call them. It’s called a silver medalist folder, and I have many listed in my system.

My Top Recruiting Tools

Tools are essential for you to find, communicate with, and get research throughout the process. This is a list of tools that I would highly recommend:


  1. Doing – This could be a game-changer as it does everything. Predictive analytics on people, the people themselves, and contact information, etc. Also, the price is super low. 
  2. Seek out – Great for people who do not really get Boolean; this is a terrific tool with tons of dropdowns. Another tool that finds people and contact info. This is more expensive, but if you have the budget, it is worth it. 
  3. Hiretool – Solid platform for finding candidates and contact information. I am not sure of the pricing, but they were reasonable when I spoke to them. 


  1. Microsoft Teams 
  2. Zoom
  3. Phone
  4. Email
  5. DucknOwl – This is a crazy dope tool that allows a candidate to make a video resume sent to the client. The manager sends you the top questions, and after you make sure they have good answers, you send them the link, make the video, and then send it to the manager. They now have a feature where you, as the recruiter, can do a video of job descriptions—another wave of the future.

Verification (Us only)

  1. Swordfish
  2. Spokeo
  3. True people search – Free
  4. Fast people search – Free

These tools are designed to verify contact information. They are great at double-checking the emails and phone numbers you are finding are still valid. It is excellent to help update your database as well. 

Well, there you go, a nice little road map for your journey in recruiting. Lastly, I would like to add, be human. Every morning when you sit down with your coffee at your desk, take a moment to remember what it was like when you were looking for a job. Was it fun? Nope, it was not. I know I have been there as well. So, remember, we are not recruiting robots; we are hiring humans. Well, at least right now #zellerout