Wednesday, December 9, 2009

Tips On Recruiting For A Big Company

When you work for a small company, recruiting doesn't require a lot of process and procedure. You can poke your head over a cube or shout across the room "Hey, can you talk to this person tomorrow at 1?" Recruiting at big companies doesn't work that way. People in big companies are busy - meetings, building stuff, working with customers, putting out fires, trying to answer emails, etc. Since people are busy, you need to be as efficient with your time as possible.

    Here’s a few tips on how keep yourself from going crazy and getting lost in red tape…

  • Be thorough in clearly identifying the steps at the start of the recruiting process. You want to know how many interviews there will be, who will be conducting each interview, what kind of testing is involved, etc. The more you know, the more you can answer questions for job seekers and the less time you’ll spend trying to get answers to questions you should already know the answer to.


  • Learn to send summary emails that give a hiring manager a list of action items. Something like “here’s a list of 5 action items that need attention on Tuesday” is better than sending 5 separate emails. Email gets lost, forgotten, misread, unread, etc. Be crisp, clear, and to the point. You’re hiring manager will love you for it.


  • Ask for help. Try something, struggle with it a little bit, and then figure out who the best person to ask is. When you show that you’re willing to admit you need help, it shows that you’re trying and not going it alone (aka team player!). When you try and conquer the system all by yourself, you’re going to get your ass kicked. Heck, even Superman has the Justice League of America backing him up!


  • Remember that big company life requires a certain ability to tolerate big companies :) The people you recruit will do better if they understand what they are getting into. Someone from a startup will very likely experience culture shock when going to work for a large bank.


  • When working with senior managers, those ultra busy people that are in meetings all the time and responsible for calling the shots, learn to get the absolute most out of every transaction. Learn everything about them - what they like in an employee, the best time of day to reach them, how they like to interact, their schedules, etc. When the executives learn to trust you, you win. Also it doesn't hurt to have them on your side, because they'll need recruiting services in the future and guess who they'll call first :)

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