Hi, Recruiters,
Last week, I touched on the importance of genuine connections in recruiting—because true success comes from building relationships with the people who will move your business forward. If you need a refresher, click here.
This week, I want to follow up with a few thoughts on how to do that. I recently spoke about it at RecFest, but here's the short version.
Step 1: Let's not be like the seven in 10 who somehow think posting fake job ads is a good business move. I hope that's not your style.
Experience Is the Proof Point
The real first step is to simply change your focus from filling positions to building trust and engagement.
At first glance, you might think “Of course! I already do this.” But, like, do you? Really? If not, this simple mindset shift can be a linchpin to recruiting strategies that uncover opportunities for people (and your business), not just sell jobs.
When you approach each candidate interaction with the goal of building trust and engagement, you open up new ways to communicate, manage the process, and qualify someone who can bring unexpected value to the organization.
Take the interview process, for example. After scheduling an initial interview, a recruiter who is just selling jobs will probably send an impersonal email to each interviewee with the call details (time, location, dial-in, etc.) and leave it at that.
On the other hand, someone focused on building trust and engagement might proactively offer some practical guidance for the interview and how to prepare, such as sharing questions to anticipate or topics to expect, as well as some details about who the candidate will be talking to. They may even recommend what to wear, or even send the candidate a simple 'good luck!' text before the interview.
Why does this matter? Because you're not looking for the best interviewer.
Get to Know People
Since 2020, increasing expectations for hiring efficiency have created an increasingly transactional hiring culture. We have an overreliance on resumes and making quick decisions (yet somehow hiring is still anything but fast…).
To me, a resume doesn't tell the whole story. Without a real understanding of the person underneath the resume, we're not doing our best for the candidate or the organization.
For instance—and listen up, men—women tend to undersell themselves on resumes. If you're not focused on building trust with candidates, you'll likely never have the opportunity to understand what they are really capable of—what they have to offer. Yes, this means you have to go the extra mile to ask questions that go one layer deeper than “Why do you want to work here?” You can learn a lot more about someone by how they react after telling them why they wouldn't want to work for you.
Follow Through
Meaningful relationships don't end when there is nothing to “gain” from them. They endure, even if communication frequency drops or distance grows, because there is care at both ends. Just think of that old friend you can call anytime, and it feels like you can pick up exactly where you left off.
When you're focused on building trust and engagement, your relationships with talent can endure lapses in activity and pick right back up when the opportunity presents itself. A simple way to keep the door open with candidates, even if they are rejected for a role, is to follow through. That extra effort and care up front will pay off when the timing is right.
Here's an example. My good friend Teresa recently told me about interviewing for a job she didn't end up getting. Despite being rejected, she wasn't left feeling raw about the recruiter or the company—she left feeling grateful (verbatim). This was due to how the recruiter followed through to offer her value even after delivering the bad news. They made it a point to call her and explain why she didn't get the nod, as well as sharing feedback and advice to help her continue her search. She was so touched that she posted on LinkedIn to say thank you to the team.
It's as easy as that.
What else is happening in hiring?
Dan's Corner
Another way to build trust and relationships in this industry is by simply showing up—after all, 80% of anything is just that. Next week, we're hosting the F.R.B.R. Conference, where 15 top industry experts will be sharing insights on how to elevate your talent acquisition strategies. It's a perfect opportunity to network, share ideas, and gain real, actionable tactics to help you build stronger connections in your recruiting efforts. If you want to stay relevant and engaged, this is your chance. Don't miss it—register today!
