People wonder why reading is important. Many, like me, hate reading a book. The thought of reading a book itself is too boring. And recruiting books for recruiters does not make sense to many. Some believe that recruiting can only be learned by doing it, not by reading it. If you also think so, you may stop reading this article here. For those who want to be a recruiting superstar may continue reading.
If you are not reading, you are limiting yourself. And if you read what you should be reading, you explore the all-new world of possibilities that were hidden from you till then.
There are plenty of other benefits to reading including improved concentration, improved vocabulary, improved communication, improved awareness, improved imagination and much more.
A good recruiter is a combination of all listed above. So what should a recruiter be reading? It is an investment of time and money that you invest in reading I will ensure that you get full ROI of your investment.
Whether this is your first time in recruiting or you been recruiting for quite some time, these recruiting books will open new dimensions in your recruiting career.
Who refers to the person you are trying to hire. It also refers to the people responsible for decision-making. The quest for hiring the best person for your team ends here. I believe it to be one of the best business books that teach in fact-based simple methods to build an “A-Team”. Consider this book to be a professional recruiter’s handbook.
The book says that the average hiring mistake costs up to 15 times an employee’s base salary along with the productivity loss. And this is a serious cost, isn’t it?
This recruitment book helps in building new perspective and framework on recruiting processes. It lays out a 4 step process for hiring the best talent for the businesses.
The hiring process described is little lengthy and might suit best for hiring the C-Level executives. The same might not stay true for junior level hiring. However, the excellent ideas described in the books can be further customized to suit any environment for that matter.
You will enjoy every bit of this book without any obviousness.
Lou Adler has seen recruiting industry evolving through the eyes of a recruiter and believes recruiting to be a systematic and straightforward process.
Adler recommends performance-based hiring to build great teams. The performance-based hiring process is free of prejudices and biases. This recruitment book describes a methodical approach that eliminates mediocre candidates and focuses on hiring superior people for the organization. He advocates the evidence-based decision making instead of gut-based decision making.
The Adler 10-Factor Candidate Assessment is a valuable tool. This tool helps the decision maker and the interviewing panel to make an objective decision and avoid the costly mistakes of a bad hire.
According to Lou Adler, recruiting should be a step-by-step repeatable process that is more likely to hire great people. Each step, if followed religiously will eventually end up with a superior hire.
Murphy is a strong believer of attitude to be the main determinant of hiring. The author challenges you to hire the people with winning attitude and eliminate people whose attitude may lead to organization failures.
Murphy believes 89 % of wrong hires are not because of lack of skills but because of lack of attitude. The book focuses on evaluating the candidate’s attitudes along with other skills to reduce the number of wrong hires.
Usual recruiting books provide a list of questions to ask during the interview process and interpret the body language etc. This book asks you to apply what you read and that means you will have to work and developing your own questions based on what you read.
In Murphy’s words: “This recruiting book will teach you how to select the high performers that will fit and excel in your unique culture. It’s a big departure from the traditional, and generally failed, approach to hiring.”
The book, however, has a lot of self-promotion. The author here promotes his company services wherever possible.
Flow is a concept ideated by renowned psychologist Mihaly Csikszentmihaly. The author translates complex psychological concepts in layman terms. This book is for everyone who wants to understand human psychological concepts and practice them in real time.
For recruiters, these ideas can be applied that will help recruiters in finding higher quality candidates. Applying these physiological concepts can help you understand if the candidate will be happy in doing the job you have in hand.
A must-read book which deals with the subject of focusing on a particular work in a particular time to achieve excellence. The book is based on a lot of scientific research.
Now that you have the list of best-recruiting books, go ahead and pick the one that excites you. Spend some time, read new ideas and stay ahead in the competition. Rest assured, the ideas in these recruiting books will prepare you to be a recruiting superstar.
PS: I am constantly evaluating more recruitment books and will keep updating this post on regular basis. If you feel that you have read a book that is worth a mention here, please refer me to the book. I will do my analysis and update this list.
Hiring is a step-by-step recruitment process, but when it comes to Startup hiring the road is an uphill drive. Little time, money, and little room to go wrong, startup hiring is a tedious task. You need to execute it with perfection.
Challenge: Startup needs to do so much in so less time and so is the hiring process in a startup.
Solution: Stay active and build a network with people who like your social media posts. Reach out to them and understand their level of interest. When you would need to hire, they will be able to assist quickly, because you kept them engaged with yourself. Recommendations work faster than anything else, saving a lot of time and effort.
Challenge: Startups being a startup have to manage with limited funds. Hiring an employee is a big-ticket item for a startup.
Solution: Ensure matching the candidate goals with the company goals to precision. If you align the goals correctly, you end up hiring asset for the company. If not, the employee and the company both walk in different directions.
Challenge: Nobody knows who you are.
Solution: Create a strong social media awareness. Create a strong network and constantly share the core values of the organization. When you hire, make the prospect browse the company’s social media. This will help in creating your brand awareness. Keep your social media up-to-date always. Ensure every team member in the organization is sharing the company’s post in their network to increase the visibility of your brand.
Challenge: Talented folks ask for too much salary.
Solution: All skills fit-in-one do not exist. Be reasonable with your expectations and you will be able to find the right fit faster. A reasonable requirement will also make the prospect comfortable in picking the job.
Challenge: While you try to take every precaution in not hiring a wrong person, but it is inevitable.
Solution: The sooner you realize this the sooner you should let the employee go. A wrong hire is a constant damage to your time and money.
Hiring for a startup is always complex especially when a startup is young. But if you follow a strategy and focus on what you want, you will be able to simplify this complex process of hiring.
10 Strategies to hire for Startup
Make it inclusive
The fun in a startup is that everyone does everything, so why not hiring. Include everyone in the organization during the hiring process. You have no idea who is sitting in whose network that might be the right fit for your startup.
And when everyone is inclusive, each member of the team will try its best to hire the best.
Collaborate using Collaborative tools
Since everyone is trying to hire, it’s time to dedicate certain task to certain people. Tools like Trello and Slack are really handy in assigning task and responsibilities. This helps in tracking progress and move faster.
You involved everyone in the hiring process, great. It is also important to identify the capabilities of your team. Assign a role based on their capabilities. A technical person must screen technical abilities and not the communication skills.
Recommendations and Social Media Hiring
If you are looking to hire from job boards, most likely you are on a wrong path. Reach out to everyone, even those whom you think could be least able to help you in recommending somebody. After all, there is no down-side of it.
Push notifications on your social media about what you are looking for. Connect with those who show interest. Do not hesitate to reach out to those who have been in the same field and asking for recommendations.
Sell your benefits
Joining a startup could be a risk for somebody. After all 90% startup fails within the first year. Clearly articulate why somebody should join your startup. Define the benefits for the candidate and it will help you attract the right people. You should also express your vision and mission to potential candidates.
Strong online presence
Strong online presence number of followers is a parameter to your brand value. Larger the number of followers better the brand value. Stay constant with your online engagements. Write blogs and posts to attract talent.
Process vs. Experience
A startup is all about the experience. When you interview somebody, make it an experience instead of making it a process. If you feel you have found the right fit, make them meet the entire team. This will bring the feeling of inclusion and leads to a better experience.
Answer more and ask more
Interviewing is asking questions. The question leads to answers. And answers help you understand the other person better. You ask questions because you interested in the person you are talking to.
Similarly, the candidate would ask questions about the organization. Allow them to ask questions and patiently answer them. Be elaborate in your answers. This will bring more confidence in the candidate in you and the role.
Skill vs. Attitude
Skills to important to perform the task, but remember that skills can always be developed. But it is next to impossible to build the attitude of a person. When you hire, focus on the attitude of the person. If the person has the right attitude but lacks somewhere in skills, he is always a better bet than otherwise.
Diversify yourself. Break the boundaries of the 4 walls of your office. Stop hiring the person who can come to the office. Instead, hire somebody who could get the job done. And they can be physically anywhere in the world.
Focus on the right brain rather than focus on race, gender, culture. A diversity of thoughts, energy, and psychology helps in an organization’s growth. Some people are innovators, some are good in making strategies, some are good for setting up procedures and some are good at implementing those procedures. We all are a combination of Builder, Explorer, Negotiator, and Director.
Take help of psychometric assessment to find the best fit. Use technology to solve the problem of face to face interactions. I know a few people who left their 9-5 job because of their personal reasons. They have capabilities and if given chance could become a rock star for you.
PS: I personally recommend reading top recruiting books that will bring new perspectives to your hiring process.
Top 5 questions to answer before you hire for Startup
Do you really need to hire?
There is always a gap between the wish and reality. You may wish to hire somebody, but startups should not hire unless it is important. Sometimes startup starts hiring earlier than required and eventually fail to sustain them.
Permanent hire vs. Freelancer?
A full-time hire comes with a lot of cost and other overheads. Also, unless you have enough work for a new hire, the resource will lose its interest in the work. This underutilized resource is also a waste of your money. Using a freelancer could is always a better bet. I use this formula to make my decision:
Salary for Full Time Hire + 20% >= Freelance cost
As long as this statement stays true, I prefer working with freelancers.
What is most critical?
Make a list of all the roles you need to hire for. Find out the most critical role from the list and focus on that hiring. Do not hire unless the hiring is critical and impacts the growth within the coming 6 months. Define key responsibility areas for each role and evaluate. This sometimes helps in merging two roles into one and reduce the required headcount.
Experienced vs. Fresher?
Everyone loves to work with an experienced person, but you must think twice before making a decision. An experienced person is great to have but comes with its own baggage.
It takes time for an experienced resource to adjust to a new environment. But, it might be easier for them to learn your environment and become productive faster. Hiring experienced professionals from other start-ups can benefit as they are aware of challenges in start-ups. Hiring form start-ups with similar values and vision will be a win-win situation.
On the other side fresher will come at less cost and are generally highly trainable. If given proper training they can do wonders, but it takes time. The brighter side is that it is easier to inculcate your company values in freshers.
Hiring Specialists vs. a mix of all?
Check your goal and decide if you need a specialist of a generalist. Hiring specialist will lead to top-notch solutions to your customers. But you may fall apart in other parts of your business.
If your solution does not need a specialist care hiring a generalist might give you an advantage. You will be able to do many things together with the limited number of resources.
Top 3 benefits Startups can offer to attract talent
Work from home
A lot of talent gets wasted when they are not able to commute to the office and continue their 9-5 routine. Women’s are more likely to sacrifice their job in the quest of giving enough time to their child and family.
A work from home option can help you use the talent at a reasonable cost and with longevity. The ability to work at a time and location of their choice can attract a lot of great talent towards you.
C-level employees need more than a salary to stay attached to an organization. Upfront equity with a vesting period is a great option for such employees.
The equity might not hold the value in the present. But because they believe in the vision of the company, they understand the value of equities. The equity keeps their moral high and helps them focus towards the growth of the organization.
This option is similar but not same. You offer this options to important people in your organization. The stocks are not given right away. The employee gets the option to buy certain stocks after a certain period of time at current prices.
The time after which the employee can buy company share is the vesting period. The employee keeps the virtual shares till the time vesting period is over.
Top 10 places to look for Ideal candidates for Startups
Networking sites like LinkedIn are places where people meet others to fulfill professional goals. Investors look for potential companies to invest. Salespeople hunt for potential customers. A significant number of people hunt for better opportunities. And others are always in hunt of their dream role. Connect with them.
A Meetup is a place where like-minded people from similar niche meet, discuss, and contribute. Use X-Ray search and filter people based on location and skills. Join other’s meetup to network with people. Create and sponsor a meetup and invite others to take part.
Like meetups, there are many networking events organized by companies. Some are for promotions and some are for knowledge sharing. Networking events are great to market your startup and find potential hires.
Facebook groups are a great way to connect with industry-specific people. Twitter and Instagram help you directly reach out to somebody if you know their handles. Connecting with target prospect has become extremely easy using the Social Media.
Recently fresh graduates have done wonders. They seem to be more passionate in what they do. Come with a lot of energy and a mind that craves to learn. They adapt quickly to a new environment and are hard working.
Reach out to local specialized institutes
Like colleges, reach out to local institutes. You will find skilled fresh graduates hungry to take up an assignment. These folks will need minimum guidance and could be a great bet.
Industry-specific forums and blogs
Join the forums and follow the blogs that relate to your niche. Question, answers, promotions and many other things keep the forum alive. Follow the people who show the required knowledge in comments. They could be your potential employees.
Freelancer, Fiverr, Upwork etc. are places where you can find specialists. Some people do it because they are passionate about what they do and want more challenges and some do it for money. Either way, you can connect with right folks.
Angellist is a free network that connects employers with talent. This talent is there to find a potential startup to work with. Create jobs so that people can apply. The downside is that anyone, qualified or not, can apply to your job.
Last but not the least is the Job Sites. This being the last in the list, you still cannot mitigate the importance of it. Given the size of the database they have, you have chances to find the right fit. But, in the process of finding the right fit, you end up getting too many unwanted profiles. This eats a lot of your time and effort.
Recruiting for startups has always been challenging. The key to success is the eagle eyes to find somebody passionate about the idea that you live. Networking and Marketing plays an important role that brings you closer to your audience.
PS: I like to thank Jyoti Hooda for her contributions in making this article complete. She made some valuable points in completing this article.
A person who can run fast might not be the best person to swim fast and so is a great swimmer need not necessarily be a fine singer. As a recruiter, it is important for you to find the right match for the job you are hiring for. And that’s when a job description, the very first stage of a recruitment process, becomes important for you. If you choose a career in recruiting, vetting a job description might be one of the most crucial tasks you will need to perform.
A job description might be a 3-page document. But your eagle eyes should be able to pick the most important responsibilities from it. This document will include the scope of work, qualification, experience, duties, and compensation. All this information helps you create an outline of the person you would hunt for.
As much as the job description is important for a recruiter, it is important for the candidate as well. It helps the candidate understand the skills and knowledge required to perform the tasks. A complete information encourages the candidate to pursue further with the job.
Sample Job Description
Following is a sample of a typical job description. It may vary from company to company but the overall content should be similar.
Senior Technical Recruiter
3yrs to 5yrs
Graduate with Business Degree
Roles and Responsibilities
Responsible for sourcing candidates through job portals and other mediums including professional networking sites.
A clear understanding of US Work Visa’s.
Clear communication with superior control of the English language.
Ability to work in a team and make the team work along.
Organized and can optimize team performance.
Excellent negotiation skills.
5Lacs to 7Lacs
Incentive on every placement, Pickup and drop facility, free meals, Medical Insurance
About the Co.
Details of the company releasing the job description.
A job description could be as simple as what has outlined above. However, many times the company releases a standard version of the job description. A standard version is going to have a lot of information that might be of no use to you. And hence your analysis on the job description becomes important. You need to ensure that you pick the important information for you and for the candidate from what you have.
How to analyze a job description – Recruiters
List down the benefits for the candidates if they decide to pick the job. You need to understand that you are selling a job to a prospect. And when you are selling, you better be aware of all the benefits of the opportunity.
And it’s not just knowing the benefits. You must also do a competition analysis. Find out what other similar size companies are offering on the role you are currently hiring. This awareness goes a long way. You would know where to look for your prospects.
You might also like to know the top selling skills and like to create a passive pool for the future. Learn more about the Top 10 highest paying jobs of the future and prepare your pool of candidates now.
Good to have VS. Must have skills
As a rule, you must divide your requirements into good to have and must to have criteria. A job description is going to talk about the most ideal candidate you should hunt for. But the ideal world hardly exists. Find out the exceptions to what is mentioned in the job description.
In the sample job description, the education required is a graduate with a business degree. However, this might just be the desirable qualification. A simple graduate with excellent communication skills might also fit into the role. A recruiter needs to have good communication and selling skills. A graduate degree might just a good to have a requirement. When you have divided the skills in good to have and must to have, it will be easier for you to find the right fit.
How to analyze a job description – Candidates
Searching for a job is a time consuming and grueling task. From thousands of jobs on job boards, it’s possible ending up wasting a lot of time with wrong opportunities.
The goal here is to only find the opportunities those are worth your time and effort. A few tips, if you keep in mind, will help you achieve this.
Job Titles: Never apply to jobs by just looking at their job titles. Job titles could be deceiving. A manager without management responsibilities is as good as an individual contributor. Always look for roles and responsibilities first.
Good to have vs. must have skills: Find out the most important skills required to get the job done. Do you have them? If yes, then spend more time in analyzing the requirement. If you are 80% match to it, the opportunity is worth your time. Otherwise, move on to the next opportunity.
Unrealistic requirement: A job description that has a long list of must to have a requirement is a red flag. This is a clear indication that the hiring manager is not clear about what they want. You might just end up wasting your time with no results at all with such opportunities.
Beyond Job Description: Some research on sites like Glassdoor will be helpful in your decision making. Take your research to the next step by connecting with a few employees in the organization. Professional networking sites like LinkedIn are great to seek guidance.
Coming back to the recruiter, a deep analysis of job description prepares you well. When a candidate asks about the suitability of the job, you are better prepared to answer back.
As a recruiter, you will need to re-write the job description to make it candidate friendly. Carole Martin has written a beautiful book on the perfect phrases for writing job descriptions. I recommend reading it to better yourself in exciting your candidates with the job descriptions you send to them.
Hey, I am Amit. I am on my way to build a strong community of people from the recruitment industry. The purpose is to help the recruiters learn the best practices of recruiting and succeed in their career. Join me and experience the change.