Here is a list of the top tools for recruiters looking to recruit remotely from anywhere in the world.
Laptop, tablet with blue tooth keyboard and
Applicant Tracking System. (ATS)
Second monitor- if you recruit off of one screen I have little trust in you as a person. Sorry. Obviously traveling you do not need to lug around a second monitor.
White-board- i am old fashioned but i love to write in dry erase and see progress
Excel Spreadsheet, Evernote, Google Docs
Have a schedule- make sure your team knows your availability. Is it 7-5, 10-7? Have one and stick to it.
Sample Work Schedule: 7:00 – 7:30 – Job Boards and Daily Goals
7:30 – 8:00 – Internal email correspondence
8:00 – 8:30 – Req meeting via Skype and phone
9:00 – 12:30 – Recruiting
12:30 – 1:30 – Lunch/Networking/Workout1:30-5:30 – Recruiting5:30 – Skype meeting with recruiting team- look back at goals.There is a lot of room to customize that schedule. I set a rule as to correspond through email at set times of the day. Email is not instant; therefore, I email first thing, middle of the day and before I leave. Recruiting is a contact sport, pick up the phone and contact someone.
Have a back up plan for everything. Phone dies rely on VoIp. Internet not working because of a power outage? Time to head to Starbucks/Panera/Library/Moms.
My hierarchy of communication: Phone- This is for emergency’s and immediate conversation. Text Message– Great for quick to the point QA Email- Replaced mail and should be treated as such. *24-72 hour response.
*caveat I operate by the 1/24 rule. I will acknowledge the issue and have an answer for you when you are a client or consultant. I value customer service above most things.
It should never be up to the recruiters preference as to where they work. It should be based on how you are able to deliver to the client and what works best for them.
You want to be a remote recruiter? What does it take to recruit from anywhere? First and foremost good communication skills, cell phone and internet connection. Things that have left the industry in the last 30 years: phone books,file cabinets, telefax…. The office.
Don’t get me wrong, there will be a need for recruiters centrally located. High volume lower level skill sets will always require bulk producers and face to face interaction. It is where most of us cut our teeth it teaches you urgency and focuses on the clients or managers immediate need. Quickly though recruiter’s search out a niche and within that niche the need to have a physical office is no longer needed. Cell phones and Skype now replace the face to face morning req meeting, internal interviews and testing is done almost exclusively offsite and online.
How To Persuade Me To Let You Recruit Remotely
Produce – Numbers Speak – Spread is King
Start with one day every other week and produce
Become a 1099 recruiter
It is not that hard to do. I always value the production of my recruiters and know there is a work/life balance struggle. If we can come to an agreement that is beneficial to both sides and does not impact clients, I see it as a win. I want producers recruiting on my reqs. What does it matter to me if they are in the office down the hall or working from Seattle this quarter as they visit family.
In today’s business world where everything is instant, and there is a computer in every pocket I find it important to set some rules. I was notorious with my recruiters for “beating ” my email. I could send an email from anywhere and call or be at their desk before they had a chance to read it. It defeats the purpose of email and causes undo stress to the recruiter.So i read up on and came to live by these rules:
Setup folders and automatic responses
Have a set time to check email, never the first thing in the morning.
Prioritize whether an email should be sent. Or, pick up the phone and talk.
Never read emails while in a meeting or at a lunch. It says: “I could care less about your time.”
Have set times that you check email and respond.
Clients/VIPs I respond within the hour always and have whatever the email addresses accomplished within 24 hours. It is known as the 1×24 rule.
Setup expectations with your team regarding email and communication.
My hierarchy of communication:
Phone- This is for emergency’s and immediate conversation.
Text Message- Great for quick to the point QA – “Ping Me”
Email- Replaced mail and should be treated as such. 24-72 hour response.
Many recommend not checking email throughout the day and having auto responses address all incoming email. I myself do not feel I can commit to my clients and the level of customer service I value doing that. Let me know what you think.
Do you want to find people their dream job and help your company grow?
The truth is recruiting is sales. It is cold calling. It is convincing others that you are who they need to be talking to and you are the right connection. It is always having your phone on and ready to walk someone off of a client site. Recruiting is focusing on someone’s needs and finding the best fit. It is holding adults hands and helping them make grown up decisions.
Recruiting to me in 5 words: calls, convincing, questioning, verifying, leads.
These are just a few questions you should ask yourself.
Are you a great networker- do you know where people fit? Can you anticipate where they might be headed?
Are you curious and do you ask great questions… actually listening to the answer?
Can you tell someone “no”? Even when they are crying?
Do you build great relationships?
Are you comfortable with overcoming challenges daily?
How to Become a Recruiter: Get your foot in the door with an agency and learn how to recruit. It will be hard to get your footing at first, however, it will teach you how to recruit and deal with adversity. Then you can decide what career path to take. Average job tenure at an agency for a new recruiter is less than 6 months. But stick it out and become a recruiter who has learned how to deal with the atmosphere. Don’t be a recruiter who passes on candidates with job tenure issues when you are unable to last anywhere. Get two years and then you will have a great idea if this is for you.
Career Paths for Recruiters:
Agency Recruiter to Corporate Recruiter
Agency Recruiter to Niche Recruiter
Agency Recruiter to Human Resources
Agency Recruiter to Admissions Recruiter
Agency Recruiter to Sales at Agency
Agency Recruiter to Sales at Agency to Sales in another field
It is a great path to a career in many industries. There will be a future post regarding becoming a recruiter.