Being Authentic Vs Being Driven By Metrics

Talent Acquisitions are ever-evolving as technology becomes more intertwined, but my desk cannot be fully automated. Advancements in technology help expedite communication and create more precise searches, but it only gets individuals in front of me. I still need to be authentic and reach out and engage one-on-one.

I am a subject matter expert in the hiring process. I only play an industry professional on the phone. Through relationship building and open-ended questions I uncover individual’s strengths. Quantitative analysis only gets me so far, I must also rely on my instincts when promoting someone to be considered for hire.

The act of writing a resume is a separate skill other than what any individual is trying to be hired to do, and yet the resume is the vehicle being used to make a first impression and get a foot in the door. Humble people make good employees, but humble resumes don’t get interviews. My challenge is to embrace this irony and look beyond the written word of a modestly written resume and to see through the mask of the inflated ones. This is achieved through verbal conversation and authentic engagement.

I sit at a computer all day and leverage algorithms to find prospective candidates. These are productive tools that help me find a targeted audience, but when it is time to engage an individual personally, I need to be authentic. I have an objective job but use subjective tools.

Daily I am bombarded with system generated emails. Often repeatedly from the same people. I am a number in a database and a prospect. This kind of outreach is a nuisance and selfostracizing. But every now and then, when a one-off composed message is presented to me specifically and individually; it will earn my attention and get a response. It breaks through because it is authentic. Its obvious.

A sense of urgency is not the equivalent of being in a hurry. Recruiters present to operations individuals who are qualified, hiring managers must determine from the qualified applicant pool who is the most competitive. This is more than a simple objective decision. It requires instincts, the judge of character, and the ability to interview.

A review of a career’s worth of work and achieved analytics does not see the life lessons taught by failure and the untold triumphs without accolades. This is discovered by listening.

Slow is smooth, smooth is fast. This is a military slogan that can be applied to many things, including the interview process. If you just need bodies, fast is fast. But if the goal is to weave a new hire into the fabric of a strong company culture, you are looking to find an individual that is a solution to a need and a fit for the team. This can be time consuming. Being successful also includes not hiring the wrong people.

Cooking is an art; baking is a science. The search and hire process is both.

"Measuring the production of a recruiter desk on a day-to-day basis is difficult. Results and activity are not the same thing"

My library of metaphors is my superpower. Sometimes they materialize in real time on a call. It’s how I connect and try and relate to the person on the other end directly. I am showing I am listening to them talk about their essence, not just their qualifications. It is authentic rapport building.

The profile I need is an ‘industry professional with client-facing skills.’ Character traits include the ability to read the room, be empathetic with the stakeholders, and maintain mutual respect with the business partners. The goal is to discover someone’s innate skill set, not learned skills. In sports, they say, “You can’t coach speed.” The same principle applies here. Who ‘you are’ is more important than your title. Skills and abilities are important, but people can be taught and improve. I find people with our needed professional profile and the ability to learn.

Measuring the production of a recruiter desk on a dayto-day basis is difficult. Results and activity are not the same thing. One call can make or break a week. One call three weeks ago can make or break next week. Quality hires solve everything. They are like compound interest, and their impact is exponential.

My argument here today is that if you continue to be authentic, your efforts will break through the sea of generic, volume-focused campaigns and produce better results in the form of more quality hires. People who stay, add value, and build a strong professional culture appreciate authenticity.

Finding good people and good jobs is a fulfilling vocation that is free and undriven by metrics.