For The Recruiter

How to Go About Predicting Performance in Talent Management

Employee Performance

There are problems in using “predictors” of suitability for open positions within a company. Hunter and Hunter (1984) showed that interviewing is one of the worst predictors of future job performance.  Using reference checks (.26), education (.22) or biographical data (.37) did not improve the odds too favorably. In fact, even the best predictor, test scores, came out at .57.  We could make the argument that in order to be able to best predict future job performance of a candidate, several methods should be used. Hunter, J.E. and Hunter, R.F. 1984. “Validity and utility of alternative predictors of job performance”. .Psychological Bulletin. 96:72-98

Others studies showed that structured interviews having a maximum validity coefficient of .24, which is certainly better. One of the most-embraced contemporary personality assessments, the Big 5, was found in Mount and Barrick’s 1995 study to have a coefficient of .18 for Conscientiousness. That is acceptable but not all that good.

In the USA, we can be worried about the legality of personality assessments in employment decisions. “Griggs v. Duke Power” found that personality assessments must show “a manifest relationship to the employment in question” and that it is up to the employer to show the relationship. In employing a several methods, you should conduct a job analysis to establish job relevance (as required by the Griggs decision, and by other legal precedents).  The appropriate job analysis should offer guidance to the right selection methods (such as test, interview, resume screen) as well as testing constructs (such as cognitive ability, conscientiousness, job knowledge). This job analysis is supposed to drive the selection methods and not vice versa.


Time Management and Organization

It is very easy in the recruiting industry to be extremely busy doing the wrong things. If you want to succeed there are several things to take into account:

  1. Be Organized.
  2. Be Confident.
  3. Be a Hard Worker.
  4. Do not Procrastinate.
  5. Have a Desire to Succeed.

Set yourself realistic goals and arrange your time in order to meet them. Each day is 20% of your work week so don’t waste it being unproductive. Establish a routine to make phone calls, take care of email, use your database, source candidates, and do paperwork. Break your day out accordingly, so that all these tasks can be completed. Take the task that you like the least and do that one the first thing each day, while you are fresh. This way it is over with, and you won’t be dwelling on it the rest of the day.

Keep track of your time during the day. Identify bad habits, such as shuffling papers, talking to co-workers, taking breaks, going to appointments, etc. You will be surprised how much time you actually waste during the day on these things. Figure out what percent of the day you are actually using to make money, and eliminate those things that aren’t.

Organize your desk. Keep it clean and neat. Take anything off that is a distraction. Don’t have a lot of loose papers or sticky notes on your desk. All meetings, appointments, interviews, etc. that you need to keep track of on a regular basis should all be in one spot. Put papers in folders and file them in your desk drawers, labeling each one so you can retrieve them easily when needed. These will help you be more efficient so you won’t forget what needs to be completed each day and will also prevent you from forgetting something, which at times could be costly.

Organize your computer. Set up folders in your email or on your desktop for each of your job orders. Label each with the job title or job number. Each time you receive an email for a particular job, transfer it into the correct folder. This saves you time searching for files you need. Create a separate folder for all your administrative forms.

These are simple things which will help any recruiter to reach the level of success they are looking for quickly, and efficiently.

Come back next week for the rest of our “Time Management and Organization” rules to success for a Recruiter. Thank you for reading, and we’ll see you next week!


Time Management and Organization

Welcome back! Here is the second portion of our Time Management guide for Recruiters. To be a successful Recruiter, you have to talk to A LOT of people. This can get confusing, and can cause a person who is a good Recruiter to an unsuccessful career. By being organized, and managing your time correctly, you can be more efficient. By making simple changes to the way you do things, you will find that you can be successful without just playing a numbers game, but by organizing yourself, and contacting the right people, at the right time. Enjoy!

Plan your calls in blocks of time. Take a short break after every 5-10 calls to get refreshed before making the next set of calls. The best times to make calls are between 8 am – 11 am, and 1 pm – 4 pm as most people are at their desks during these times. However, don’t assume your candidates will be able to talk to you during these times… sometimes it will be necessary to contact them before or after normal working hours. Recruiting is not a 9-5, Monday through Friday typical job!

Use a script for calls to help you stay on task. Ask your candidates and clients what the best time is to call them so you don’t have to keep leaving messages or call back several times before reaching them. If you make business development calls, research the company…know something about it and who you need to talk to before making the call. Follow through and be persistent. Try to get as much information as possible during your first call so you don‘t need to make additional ones.

Screen your incoming calls. It is not necessary to answer the phone each time it rings. Don’t be afraid to let it go to voice mail, and make return calls once or twice during the day to help decrease interruptions.

When sourcing candidates, start with your database. Why waste time sourcing other places when you may have just the right candidate right in front of you.

Keep a file for all your job descriptions. Somewhere, sometime, you will probably need to use one of them again. Why take time writing a new one if you already have one on hand. It’s much more time consuming to write a whole new one rather than to edit an existing one.

Leave the end of your day for administrative work and making plans for the next day. Always allow time for distractions and the unexpected, such as meetings, extra-long phone calls, etc., but focus your main attention on items that need to be done daily.

Being organized helps keep you in control. Don’t procrastinate! Being responsible for your own actions help reduce stress, minimizes problems, and allows you to complete tasks on time.

Have a high expectation of yourself and you will be more apt to succeed!

Thank you for reading, and feel free to visit us again for our next article. We release a newsletter with more information about our blog, and the posts we will be releasing. If you are interested in the information that we provide, but you simply do not have the time to visit our blog continuously, sign up for our free newsletter! This will provide up to date information on our up-coming articles, new releases, updates, and promotional events. See you soon!


Headhunter Rules

Here are the rules we live by when working to bring new employees to HR Directors and other hiring authorities:

  1. Don’t waste their time. You don’t have nearly enough to start with. Do everything you can to avoid wasting their time.
  2. Use email as much as possible instead of the telephone. Recruiters must use the telephone in order to “sell” but remember that the customer comes first
  3. Keep reminding them where we are in the process because this is just one of a hundred things on their “top priority” list today.
  4.  Don’t send them resumes you found on a national job board. They’re already looking there. Besides, they need you because you have the time and recruiting talent to work the phones and really dig for the top talent they’re looking for.
  5. If they tell you something one day and then change course the next, understand that unless they have the title “VP” or “Owner” after their name, they’re really just a bottom-feeder and must respond to the ever-changing needs of their organization.
  6.  Take burdens off of them by:
  • Don’t send them junk resumes.
  • Understand their Job Order and the requirements for the position.
  • Interview your candidates thoroughly and attach a summary.
  • Offer to complete reference checks.
  • Stay in touch daily with your candidate and keep them informed so you can report and update progress to their next boss.
  • Know your candidate’s needs in terms of salary & benefits before you invest their time and energy.
  • Be a great salesperson when it comes to the offer, and close the deal.
  • Know what’s going on in their business and who the players are. Yes, this is the core basic recruiter skill of knowing who is in the decision making loop. Ask them and they’ll be happy to tell you who the decision makers are.
  • Don’t push them if they don’t want to give you certain information. (Examples:
  • Other positions they’re working to fill; full salary range data; succession plans; etc.) You may ask if it’s something they’d rather not share, but if you push too hard you may find you no longer have them as a client.
  • Show appreciation. Thank you cards, with a sincere hand-written note, really will help build the relationship. (Remember, you are in the relationships business!)
  • Make sure you make them look good. Take every opportunity to brag them up to their boss and the hiring manager, and give them credit for snagging the great new hire (It will be our little secret!).

Working with “their” recruiter has got to be one of their positive experiences.

Professional Recruiter Associates is a world-wide firm of executive search consultants dedicated to matching the right Talent to our clients’ needs. Our executive search consultants fully understand the issues of real business that our clients experience on a daily basis. Our added value is that we approach assignments from a business point of view, have experience in our industry sectors, and are trained to assess candidates from a skills, cultural fit and personality profile perspective.