Talent Acquisition - Elevating From A Status Of Proficiency To An Exemplary Level Of Performance

Sean Perlman, Talent Acquisition Manager, AMMEGA

I would like to share some insights with my fellow corporate recruiters, offering valuable tips to enhance the identification and engagement of passive, elusive candidates. With nearly two decades of experience in recruitment, my techniques have consistently yielded success across diverse industries and companies. The following recommendations, refined through years of trial and error, are universally applicable and transcend specific industries, business units, and organizational contexts. Presented herein are the strategic steps I employ, aiming to elevate talent acquisition from a good to an exceptional level.

Following a successful intake session, during which talent acquisition meticulously discerns essential prerequisites from desirable qualifications and formulates a comprehensive game plan along with a predetermined cadence, it becomes paramount for the recruiter to articulate, in their own words, a succinct recapitulation of the discussed role at the meeting’s conclusion. This practice not only attests to the recruiter’s mastery of the intricacies associated with the role but also serves to validate alignment with the hiring manager’s messaging to prospective candidates. The ability to proficiently summarize in one’s own terms demonstrates a high level of institutional understanding.

“Beyond the conventional approach of posting through the company’s Applicant Tracking System (ATS), I have found it particularly effective to craft a dedicated project on LinkedIn. Leveraging the recruiter module, when available, facilitates targeted outreach to passive candidates”

It is essential to possess a deep understanding of the company’s mission statements, unique benefits, and differentiators to effectively articulate and promote the organization and the associated opportunity to potential candidates. Furthermore, I strongly advocate for the daily dissemination of relevant articles and updates pertaining to the company. The recruiter should seamlessly embody the company’s essence, becoming synonymous with its identity. Ideally, the mere mention of the company should prompt an association with the recruiter, establishing a strong and positive connection in the minds of both candidates and stakeholders.

Beyond the conventional approach of posting through the company’s Applicant Tracking System (ATS), I have found it particularly effective to craft a dedicated project on LinkedIn. Leveraging the recruiter module, when available, facilitates targeted outreach to passive candidates. In the absence of this tool, employing alternative sourcing methods becomes imperative to connect with this specific talent pool. Furthermore, proactive sharing on one’s personal LinkedIn profile and the cultivation of a robust professional network contribute significantly to engaging passive candidates.

Distinguishing a top-tier recruiter lies in the ability to bring forth candidates who may not currently be active in the job market, thereby expanding the talent pool and enriching the overall recruitment process.

Once the recruitment process is initiated, it becomes imperative to consistently articulate extreme empathy throughout the entirety of the procedure. Given the inherent challenges and potential disappointments associated with managing human capital, it is crucial to instill a sense of paramount importance in the role of hiring managers, offering them a white-glove treatment experience. Managing multiple stakeholders on a weekly basis necessitates proactive communication regarding potential delays, and expeditiously driving the process forward remains essential.

Maintaining a positive demeanor is essential, as it has a contagious effect. Despite external factors such as market conditions, talent scarcity, or demanding requisitions, our unwavering positivity can serve as a constant and reassuring presence throughout the recruitment journey