In any profession, there is always a set of expectations that come with the role. This is especially true for recruiters who have the added pressure of meeting quotas and earning commissions. However, there is often an expectation gap that arises due to a lack of structure and training. This gap can cause recruiters to struggle in meeting their goals and can lead to frustration for both the recruiter and their employer.
To understand this better, let’s think of it as a pie chart. If we were to allocate time to different places, what falls under a recruiter’s roles and responsibilities? How are they measured in that space as winning or losing? What does their compensation plan say? Most recruiters have a base pay plus commission. Their commission is based on the results that they get. However, this leaves an expectation gap for how they accomplish their role.
Many leaders in the recruiting industry have no idea how to get people across the finish line. They are self-taught and come up with their own ideas of what recruiting should look like based on what has worked for them in the past. This approach may work for some, but it is not a sustainable solution for the industry as a whole.
To illustrate this point, let’s think about the NBA. If all basketball players were self-taught, the games would not be as exciting to watch. The same is true for the recruiting industry. We need structure, training, and a system in place to ensure success.
One important aspect of this system is relevance in the digital world. According to data, 75% of top recruits in this industry say they are self-soliciting and self-selecting their next opportunity. Therefore, if recruiters are not in the digital space, they are missing out on a significant opportunity. Personal branding is also crucial, as most leaders in this industry do not have any kind of personal brand.
Another critical component of the system is having a sequence, process, and structure in place. Many recruiters simply say they are doing a lot of recruiting, but they do not have a proper system in place. Extreme success comes from extreme structure. Just like a bodybuilder has a structured routine, recruiters need a system in place for extreme success.
Part of this structure is knowing what to communicate to the recruit. Recruiters must have a structure in place for their communication because most people do not join companies, they join leaders. Therefore, a recruiter’s mantra should not be the company they represent but rather who they are as a leader. Recruiters need to communicate who they are in a sequence as they recruit.
Lastly, recruiters need to have a set plan for their first call and meeting with a potential recruit. These first interactions set up the sequence for the entire recruitment process. If recruiters can get someone to say yes to enough next steps, they will cross the finish line.
In conclusion, to bridge the expectation gap in the recruiting industry, we need to establish a system and structure for success. This includes relevance in the digital world, personal branding, a sequence for communication, and a structured plan for recruitment. By doing so, recruiters can achieve extreme success and meet their expectations, while employers can benefit from a more successful recruitment process.
