Our Head of Recruitment, Nathan Soti will be sharing monthly thought leadership pieces to understand various aspects of the recruitment process and how Ethos360 works.
If I can’t say – hand on heart – that I’d personally be happy to work in a business, I won’t recruit for them. That’s why I consider it critical to really get to know a business well, before considering potential candidates for any role.
I take this view because when we place a successful candidate into a new role, we have the potential to have a major impact on their life. And if we get it wrong, it can have dire consequences for that individual. That’s why we spend a lot of time really getting to know the business we’re recruiting for.
First, we have a sit-down conversation with management to get a high-level understanding of the scale of the business, its hierarchy, commission structure and culture. This gives us a good feel for what management is hoping to achieve by hiring a new team member.
The reality is that we could spend hours with a General Manager or Sales Manager who will sell us the benefits of the business and the role, but we find the best way to get a really deep understanding of a business is to spend time with the team who are actually doing the leg-work.
That’s why our second step is to spend up to a day sitting with the team we’re recruiting for, listening to their sales calls and discussing what success and failure looks like in their role. We gain an understanding for what sort of people and personalities have the best chance of being successful in the role, based on sales methodology and team dynamics. We’ll also ask about what the realistic OTE is, because this can often vary between what’s advertised and what’s realistically possible.
All this gives us the opportunity to understand what a ‘day in the life’ of the successful candidate would look like once they’re placed.
The reason that we consider this to be critical to our role, is that it gives us the confidence to speak about the job with potential candidates in an informed and honest way.
I think often recruiters fall into the trap of selling a role to a candidate when maybe it’s actually not a great opportunity, or perhaps it’s not right for that individual.
In contrast, I work hard to understand the business to the point that I’d be happy to work there myself, which gives me the ability to recruit a candidate who will be great for both the job and the business.