Recruiting. When you see that word as a Hiring Manager, many thoughts may come to mind. Odds are they might not be so positive. It is no secret the recruiting industry has received a bad rap over the years, and it is for legitimate reasons like poor service, misunderstandings, or even greed. Well, I am here to tell you—recruiting does not have to hold a negative connotation. How do we change things around?

Four Ways to Better Recruiting

4 Ways to Improve Recruiting

1) Communicate Openly

If you work with a professional recruiter, clearly communicate who you are as a company. This starts with fully understanding your “why” as an organization. To find the right fit for any given position, recruiters need to understand what they are looking for beyond skills and experience. Maybe your organization has a struggling culture, a dysfunctional team, or a thriving culture with a high-performing team. Be genuine, clear, and open with your recruiter. This way your recruiter can better match candidates with your specific environment. You would be surprised how many candidates are open to walking into various cultures if they have a very clear picture of what it is like and what is expected of them.

2) Look at the Bigger Picture

Take a step back and assess what the candidate needs to accomplish in one year. Many times, organizations are frantic and reactive, “What do we need this person to know NOW in order to succeed in this role?” Instead of a reactive approach—take a broader view. In today’s market, hiring someone with the right aptitude versus immediate skillset can be a successful strategy for the long haul. Growing someone within a role can work extremely well when you hire for the right fit. As a result, organizations often experience better retention, increased engagement, and higher performance.

When I first graduated college, I waited on tables in Nashville. I had no experience. I was shocked to learn that this excited the employer who hired me. Why? I didn’t come with any bad habits. They could train me for the role in the way they deemed best. You may be thinking, “Technical positions and management roles are not the same as waiting tables…” Yet, the principle is still valid. If a candidate has the potential for the skills you are seeking, strive to look at the opportunity you have to develop and shape the individual to meet long-term objectives.

Forming Partnerships

3) Form a Partnership

As a Hiring Manager or HR Director, find a way to create a positive, trusting relationship with your Recruiter. Remember, we all have the same goal—to find the best fit for the opening. Assume positive intent. Whenever possible pick up the phone or better yet—hold regular in-person meetings. Partnerships take time to develop and require a commitment to open, honest feedback and timely, accurate follow-up. The mutual sentiment should be, “We are in this together!”

4) Value the Person

During the recruiting process, every candidate should feel valued because behind every resume is a real person. You never know how a candidate is going to talk about their phone call, interview, or onsite experience. It could be positive or negative. Your reputation is far-reaching. Recruiters and HR Managers need to provide genuine, useful, and prompt feedback when a candidate takes time to go through the interview process. Remember, a candidate who is not the right fit today might be down the road. Sometimes they know a friend who would be a great candidate. If they like your organization, they could offer a referral. Candidates will always remember how they were treated.

Through open communication, a big-picture mindset, closer partnerships, and a respectful treatment of candidates— we can make the recruiting experience a positive one for all involved. If you are struggling with your recruiting efforts, let us know how DISHER can help. We want your organization to reach your objectives by attracting and retaining top talent for the long term.


Written By: Anna Briggs, Team Lead – Talent Solutions

Anna has invested her talents in the wonderful world of human resources since 2009. “I love being in a role that allows me to talk with people and build relationships every day.” With a BS degree in Music Business at Huntington University, Anna still makes music a big part of her life whether creating her own or enjoying other people’s works. Anna enjoys hiking, camping, cycling, and snowboarding.