Here are the top 10 recruiting quotes that inspired us in the day-to-day operations and decision-making processes. We hope you find them useful, whether you are a recruiter or a hiring manager.
1. “People are not assets – they are highly valuable human resources that determine your competitive advantage. ” SourceMatch
Human resources can be the biggest differentiator for businesses in the marketplace, and hence should be a priority. Why? Products, decisions, strategies, brand, values, are all created and managed by people.
With all the challenges of today’s economy, businesses need the right people to address them, to innovate, and push the company forward. By doing that, businesses can develop a significant competitive advantage.
2. “Sourcing and finding people is very important. You can’t recruit, message, or network with someone you haven’t found.” Glen Cathey
As the workforce becomes broader and more diversified, recruiters need to cast a wider net and need sharper tools to find the needle in the haystack. We have to go outside of general recruiting channels that are flooded with very active candidates, and focus on the passive candidates. Most of them are not looking to change jobs and are successful in their current role.
3. “A recruiting company should be viewed as a business partner, someone who is critical to the success of the business.” Mathew Caldwell
You need two hands if you want to clap! The recruiting process should be viewed as a partnership where you get to know each other, you focus on everybody benefiting from it, and create long-term relationships. When that happens, a recruiting partner will boost your ability to reach the best talent faster and will make any cost associated with it easily justifiable.
4. “Trust your recruiters to be your digital warriors. Don’t second guess them.” Celinda Appleby
Recruiters, first of all, listen to your needs. You have to share the context of the role, the job description, the organization’s vision, values, and objectives. That will help them have a holistic view of the candidate that could be a perfect match. Achieving that at the forefront of the recruiting process will set it up for success, and clarify expectations.
5. “The more seriously you take your growth, the more seriously your people will take you.” John Maxwell
Employees are motivated by leaders, and if leaders see beyond the title and job description, so will the employees. If your employees understand your vision, the big picture, and know their part, they will be willing and capable of contributing exponentially to the company’s goals.
6. “Hire for passion and intensity; there is training for everything else.” Nolan Bushnell
What do you need to know about your future employees? Skills and experience are important but should only come second to their attitude. That’s what you need to consider first in the hiring process.
For instance, when you review their resume, it’s quite easy to follow tangible outcomes, results, and facts. However, what matters is “HOW” they worked towards those results. Was it because of their dedication to client satisfaction? Was it because their positive attitude despite challenges in the process? Was it because they proactively thought of potential drawbacks? Answers to questions like these will show you the true attitude of the person beyond the resume, and help you understand whether you need to hire them or not.
7. “Accept the fact that AI will change our work, but look at it as an enabler of your work and the future of talent acquisition.” Przemek Berendt
According to a Deloitte Bersin report, companies that use AI, predictive data analytics and other technology tools are more successful than those who don’t. However, AI needs to be a tool that complements our own abilities. In talent acquisition, AI is especially helpful in making sense of large volumes of applications, effective usage of time in reviewing the required skills and clarity of one’s experience in their resume. Naturally, there are still parts of the recruiting process which are inherently still most effective when handled by human resources. For instance, the interviewing process will allow the recruiter to get to know a candidate based on their nonverbal communication, which is estimated to account for up to 93% of all communication.
8. “Understanding what “best talent” looks like is a journey into your organizational culture.” SourceMatch
Think this way: there are great candidates out there. But hiring someone that matches your job description isn’t enough. What does “best” mean to you and to your organizational culture? They’ll need to align with your vision, mission, and values, to ensure that they are going in the same direction as the company. Otherwise, those new employees won’t be able to contribute to the company’s momentum for growth. This is why your vision, mission, and values determine what “best” means, how it’s measured and appreciated.
9. “Interviews don’t need to be stressful, neither for recruiter or candidate, but rather a pleasant incursion into one’s experience, personality, abilities, and potential.” SourceMatch
Beautiful isn’t it? Or at least it should be! Hiring managers are responsible with creating the right experience for candidates being interviewed. They will influence the candidate’s’ openness to be transparent and fair about their responses, but also create the right setting for a two-way street. We are used to think that candidates show up at interviews just for the job, but the truth is that it’s the perfect time for companies to have a positive impression on them too.
10. “If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.” Red Adair
According to the U.S. Department of Labor, the price of a bad hire is at least 30 percent of the employee’s first-year earnings. It’s easy to dismiss a candidate based on salary alone and the true cost of a bad hire is only visible after a few months. Not paying attention in the first place can lead to a mismatch of expectations, bruised personalities, useless conflicts, financial and sometimes motivation loss. So think well and evaluate what’s the trade-off between candidate salary levels, expertise, abilities, and especially attitude.