7 TIPS ON RECRUITING A FRESH RIGHT GRADUATE…LIKE A PRO

1. BECOME…A 5 STAR CAREER COACH.

When recruiting a graduate, it is also your sole and soul’s responsibility to act as a career coach. A lot of you might fiercely disagree and say — “No, I only need to evaluate his/her skills, strength of motivation …sell this talent..and get that bonus!!!” That is where most recruiters fail…

You might be not a first recruiter for this young professional and definitely not the last, but his/her future is in your hands. Invest time and prepare highly effective and efficient coaching session. Challenge minds: yours and his or hers.

You might be surprised but 20 min session with the right flow of questions, can save candidate from 10 years of miserable fight in the wrong role, company and…..sector.

At the same time, you are being extremely helpful to your client, because recruitment costs them a fortune and they will remember, if you put that confused unhappy graduate into the graduate role which will last at least a long 1 year.

Start by advice:”Begin with the end in mind” (Stephen R.Covey, The 7 Habits of Highly Effective People, Habit 2) and use GROW model to get into graduate’s mind.

My favorite questions in this model is “How will you know when you achieve it?”

Only when you exactly identify what they really want and imagine, you can say if this is the right job for them and the right candidate for you.

If never trained in coaching, attend training of several days, buy a book, take initiative….. For example, The Coaching Academy last year allowed me in 2 days discover how the right questions and models can transform and…even re-build person from scratch.

Career coaching integrated into recruitment can establish you as a successful and most important empathetic and passionate recruiter. Such recruiters do not have problems with CV database and save on marketing, because referrals is their business model.

2. USE THE MAGNETIC SUCCESS FORCE OF THE RIGHT NICHE.

Research, understand and KNOW the niche you are recruiting for! Sorry for shouting, but I have seen too many failures and not enough motivation in recruitment sector here.

Double check if your candidate understands niches of their sector. It could be that he/she does not understand it enough and applying to general roles is just a making an excuse for not digging deeper.

Make sure you made it clear to the candidate that once they start a career, its all about being prepared to conquer the niche! Graduate can only develop their potential in the right niche- which both reflect their skills and passion. When I mention niche, I cannot ignore the skills shortage black list and new industry trends, like e.g…crowdfunding.

The crowdfunding industry it is experiencing explosive growth and set to create 170,000 new jobs in the next 5 years

http://jobsincrowdfunding.com/

Whatever questions about the position your candidates have, make them well informed about the exact niche,place, company you are recruiting for.

You don’t need that fake courage that they can do whatever they have to, if they will get paid….If you have a tiny doubt that this might not be the exact right position for this candidate, take action. Be responsible. Slight diversion from the role candidate identifies himself/herself with might cost you time and money …and client company. We all can manifest our true purpose in the right place…because when it’s our niche, it attracts success as a magnet.

Make sure that magnet can do its job by doing yours.

Your time is limited, so don’t waste it living someone else’s life. –Steve Jobs

3. PUT THE FIRST STRONG BRICKS INTO THE NETWORK CASTLE IN CLOUDS…

Its very unlikely that your graduate does not have Linkedin profile, however, it happens…

Make sure that network is not only their friends, but potential mentors and industry they are searching to get into professionals.

Opportunity lens has to be very wide for graduate when they look at networking.

That’s why networking has to be effectively managed and therefore measured for its effectiveness.

Do not allow your candidate waste your time by convincing that they want career in technology, if you see their network has 0 technology professionals.

When you register him/her in your candidate database, give a nice design printout of the calendar where they can write events, meeting and number of contacts they managed to make.

Make sure your printout include a section where they follow up with the contacts they make. Professional contact without the follow up meeting or e-mail will not bring any new knowledge and advice.

This can act as a motivation force and give foundations for professional networking.

Networking should be getting his/her 100% commitment if this is the right graduate you want to place for your client!

4. MAKE SURE THEY ARE HUNGRY TO ACCESS THEIR INDUSTRY CORE.

What is industry core? When they search for the role, graduates rarely understand that they will be joining a community, not the 9–5 table in small room.

That’s actually and paradoxically the way to test the RIGHT candidate, who actually wants the job and their motivation to stay in the line.

Willingness to reach industry core is noticeable by :

- search for Mentorship. This one is strong…it can give graduate everything. It can safe years of painful isolation..from success. You need to earn good mentor, but once you have one.

- joining associations

- Linkedin groups and

- writing articles, blogging.

- starting your own project and discussing them online….

- organising events, meetups on industry topic…

You need Evidence. Ask them for evidence.

Its not just networking — it’s actually taking action, searching for powerful contacts in the network and making yourself notable.

Do not look at them as a meat you have to sell in the next month….Make them shine and then sell them for double price!

Most importantly, let them know:

You are confined only by the walls you build yourself

5. MAKE SURE THAT GRADUATE KNOWS HOW TO BUILD AND SHOW THEIR PROFESSIONAL VALUE.

Successful graduation, unfortunately, is not a value. It does add up value to the profile, but we need to work hard in order to build our professional value.

Value is something employers search for. Value makes you and me irreplaceable.

Strive not to be a success, but rather to be of value. –Albert Einstein

Continuous learning and challenges accepted, most important — innovating by asking the right questions — that’s when we start building the value and create something we can show and demonstrate.

- value is bringing something new to the team and company.

Ask how your graduate feels about innovation in their field and your might be surprised(hopefully good surprise not bad…)!

“Dreamers are mocked as impractical. The truth is they are the most practical, as their innovations lead to progress and a better way of life for all of us.”
― Robin S. Sharma
Make sure your graduate has at least a bit of a Dreamer inside!

6. BUILD A STRONG UNDERSTANDING ABOUT COMPANY CULTURE.

Not all companies in the same industry are the same. Company cultures are developing, transforming, being challenged and they can be the secret answer to many human resources and recruitment failures!

Definition of roles, hierarchy, team work these things are rarely discussed in the recruitment process.

For example graduate sales or research role in one company can mean a totally different world in another, while job descriptions can be identical.

Graduates will hardly ask about company culture, they might be blinded by the brand image.

But you, as professional recruiter should not wear pink glasses of brand. Recruiter needs to be able to analyse and identify company culture traits.

Research and learn how to identify the most critical company culture alerts that might throw your candidate out of the window next month after joining!

7. FINALLY, MAKE THEM MANIFEST THEIR TRUTH AND…. BE PERSUASIVE.

The biggest gift you can give to your graduate and…yourself (if you still want that bonus)☺ — is teach them persuasion techniques.

When graduate is sent to the company for an interview, it is more than likely they will fail not because their presentation or prepared project wasn’t amazing, but because……they were not persuasive.

You will not be there and you can only pray that your candidate came with brilliant smile and confidence aura like you saw him last time.

No, I do not mean — make them guerrilla interviewees with crazy personality disorders…

Your candidates usually feel powerless, only because no one has taught them how to keep attention curve of the employer and master presentation.

Graduate need to learn Body Language and Influence techniques.

Do not allow graduate candidate in your client company to be an average person, who looks without seeing, listens without hearing and talk without thinking..

Character may almost be called the most effective means of persuasion. Aristotle

Originally published at www.linkedin.com on July 23, 2014.

A single golf clap? Or a long standing ovation?

By clapping more or less, you can signal to us which stories really stand out.