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How to Prepare for a Recruiter Interview with a Staffing Agency

06Jun
Green KeyGeneral Interest, Green Key News, Human Resources, Leadership + Management, Worklife

If you’re interested in a recruiting career, it is essential to prepare for your first conversation with an internal recruiter at a staffing agency. Because the basis of your job will revolve around communication and sourcing, you should be going into this conversation with specific talking points and questions at the ready.

Brooke Stemen, Director of Talent Acquisition at Green Key, has these discussions daily with prospective recruiters. She shares her key points and concepts to remember when having that first conversation with a staffing agency or speaking with Brooke herself. 

Production numbers 

The staffing industry, as a whole, is a production environment. All or a large portion of our income directly correlates to our production. If you’ve worked in recruiting or sales in the past, it is essential to be knowledgeable and able to speak about your production. Brooke stresses, “You should have relevant production numbers both on your resume and be ready to discuss with talent acquisition.” 

Be prepared to discuss your book of business. You’ll want to have some key numbers on hand, such as your average weekly spread/gross margin, headcount on assignment, and most importantly, annual gross profit. “As a recruiter, this is your time to brag and quantify how good you are! You really want to be knowledgeable on your own productivity. Before moving candidates forward in our process, I always make sure candidates are able to discuss what they’ve accomplished in their previous roles,” Brooke reiterates.  

Geographical areas 

In addition to the numbers, be sure to discuss which geographical areas you’ve supported in the past. If you have pipelines in a certain area, and your new agency is looking to hire in that area, this is something you will want to emphasize during your first conversation as it may effect where you can support in the future if you have a non-compete.  

Sourcing strategies 

Every industry and skillset are found differently. Stemen emphasizes, “For example, the sourcing strategy to find a nurse is VERY different than how you find a software engineer.” Not all sourcing tools are created equal. During this discussion, thoroughly describe your sourcing strategies and tools and provide examples of how they have worked for you in the past.  

LinkedIn 

“Every recruiter says they have LinkedIn experience,” Brooke says. “But the connections and engagement speak for themselves.” The ability to use LinkedIn as a networking tool is a huge aspect of recruiting. Internal Recruiters always notice your connections or lack thereof, as well as the pages you follow, and how you engage with others on the platform.  

Company knowledge 

As a prospective candidate, you should always research the company and who you’re meeting with prior to having this first conversation. Stemen encourages you to LinkedIn connect with the hiring manager prior to meeting with them to show you did some prep work. Additionally, study the agency’s website, which industries they support, and what values are. The internal recruiter you speak with will want to know how their values align with their own. 

If you’re interested in advancing your recruiting career, or want to learn more, don’t hesitate to connect with Brooke on LinkedIn and get these conversations started today! 

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Steps to Nurture a Multigenerational Workforce

In the rapidly evolving landscape of the workplace, one generation stands out as a force to be reckoned with — Generation Z. Gen Z brings fresh perspectives, tech-savvy skills, and a desire for meaningful work. Recruiters and organizations aiming to tap into this potential must embrace a culture that not only attracts Gen Z but fosters an inclusive environment for all generations.

Understanding Gen Z’s Motivating Factors

According to LinkedIn, “There is a lot of data that sheds light on how members of Gen Z act and what they value. For example, they prioritize diversity and inclusion, and they yearn for a sense of belonging. While most people say they want to work in an organization that has a supportive culture, Gen Z is the generation that is the most likely to walk away if their workplace doesn’t have one…They also expect their employers to care about their physical and mental health.”

Shaped by the challenges of a global pandemic, they prioritize well-being and flexible work options. Recruiters and hiring managers need to recognize these motivating factors and align them with organizational values to create a workplace where all employees feel valued.

Reframing Job-Hopping as Upskilling Opportunities

Data reveals that Gen Z tends to change jobs more frequently, seeking constant upskilling to stay competitive. LinkedIn highlighted that, “They have no job security… so staying competitive — and upskilling to do so — is top of mind. When they can’t upskill and move up within their own organization, they will go elsewhere.” Employers can turn this perceived job hopping into an advantage by providing robust learning and development programs. Recognizing the shift away from the traditional idea of a lifelong job, organizations can offer enticing career growth opportunities.

Fostering Co-Creation Across Generations

Recognizing the strengths of each generation is crucial. Co-creation, involving all age groups in decision-making, allows for a diverse range of perspectives. LinkedIn highlighted, “Boomers and Gen Xers might share what they’ve learned through their many years of work experience while younger generations may be instrumental when it comes to new technologies such as generative AI. One way to bring generations together, Sophie suggested, is through cross-generational mentoring programs. Such experiences give employees of different ages a safe space to learn about each other and appreciate the knowledge that their varying backgrounds bring.”

In conclusion, as organizations navigate the transformative era of AI and technological advancements, embracing Gen Z’s influence is paramount. A culture that values each generation’s strengths, while providing opportunities for continuous learning and meaningful contributions sets the stage for a thriving multigenerational workforce.

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Worklife
Jun 6, 2023

Here’s How to Tame Those New Job Jitters

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Jun 6, 2023

Here’s How to Tame Those New Job Jitters

The first three months of the year are when more people start new jobs than any other time. That’s when new budgets kick in for most companies and when workers most feel the urge to change jobs.

If history is any guide, then about 16 million people will start a new job by the end of March. Most of them will experience the new job jitters, worrying if they made the right decision, anxious about making a good impression and wondering what it will be like leaving the familiar behind to venture into the unknown.

If you’re one of them, take comfort in knowing that what you’re feeling is common. LinkedIn recently noted that 80% of professionals admit to being nervous before starting a new job. (That other 20%? We suspect they just didn’t admit it.) Feeling that way is natural and no amount of advice is going to change that. Preparation and taking small steps will tamp down the jitters and help you fit in more quickly.

LinkedIn advises newcomers to ask questions instead of jumping in with ideas. You may indeed know a better process, but before you go suggesting it, observe. There may be good reasons why something is being done the way it is, so better to find that out and avoid being shot down.

A Fast Company article puts it this way, “Show respect for and follow your manager’s and coworkers’ advice, even on little things. Check out how your colleagues tackle workplace culture and politics, to get a vibe from the environment.”

However, if you know how to unjam the copier, by all means volunteer. That will make you an instant new friend.

Fast Company also recommends you begin building relationships as soon as you walk in the door. The busier the office, the more people you’ll meet those first few days, which makes remembering who’s who difficult. So adopt that time-honored networking technique by using their name immediately — “Pleased to meet you, Debra” not just “Pleased to meet you.” If you can associate the name with a personal characteristic, it will aid your recall.

Later, make an effort to strike up a conversation with your new colleagues. Asking questions about office procedures is an obvious and innocuous way to start one. If you’re invited to lunch, go.

Another tip is to meet with your new boss as soon as possible for a one-on-one. You want to find out what’s expected of you, where you can go for help and support, and how you’ll be measured. You may have asked some of these questions during the interview. But that was then. Now you’ll need to get more specific and detailed.

There’s no question starting a new job is stressful: 42% of us worry we won’t like; 32% worry our new boss or co-workers won’t like us; and, 55% of us worry we won’t be good enough fast enough. But taking small steps at first, asking questions, rather than showing what you know, and letting your manager know you care about doing the job they expect will earn you respect and support and get you started off on the right foot.

Image by Werner Heiber

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