3 New Time Management Tips for the Recruiter

With no chance of more time being created, our only option is to be more productive with what we have. A lousy Brewer season or crummy summer TV helps us focus on more important things to do each evening, but here are three tips to use your time more effectively when filling a job internally within your organization.


1) Don't Play the Salary Game Candidates often dodge the salary question, refusing to fill it out on applications and offering wide ranges when requested for salary expectations at interviews. I learned an invaluable tip at a recruiting seminar I went to a number of years ago, and would offer credit to the trainer if I remembered which one.

The next time you're not getting a straight answer from a candidate about salary, offer the following: "Mr. Candidate, our salary is based on what somebody is currently making, and then how well they interview. This way the candidate has the most control over their income."

Now you know their most recent salary, and can offer fair wages depending on how well the candidate fits the opportunity you are looking to fill.

2) 2nd Interview Blues When screening multiple candidates for one opening, and you have indentified a reason why candidate A is not a fit (based on experience, salary, or another factor) try this simple check and balance next time. Ask the candidate the number of interviews they have been on in the last year and how many 2nd interviews they were invited back for.

Nine 1st interviews and zero 2nds, your original concern was probably shared by other employers. 3 interviews and 3 second interviews in the last month? Maybe this candidate is worth another look.

3) Getting a Little More Info Lastly, I've wrote on this before, but have a new twist to offer. In an economy that is still heavy on candidates, a way to "thin the pack" so to speak is to request a candidate that has been interviewed to complete a short document where they express how their experience meets the position's job expectations.

While the excercise is important, the timing of return is even more so. If I candidate takes forever, or refuses to complete, they are probably not that interested.