How to Turn the Hiring Process from a Feat into a Routine: 7 Techniques from an Experienced Headhunter

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Finding a new employee for a team is like selling: first, you need to captivate the candidate with a job description, then negotiate, and after they are completed, fulfill your obligations. Business trainer for recruiting training, headhunter Ilgiz Valinurov told Megaplan how to turn the hiring process from a feat into a routine.

Well-known headhunter and business trainer in recruitment Ilgiz Valinurov



The article will be useful for recruiters and managers of small companies who often hire turkey whatsapp list employees themselves or make the final hiring decision in order to fill vacancies quickly and efficiently.

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1. Lower the requirements

Employers often overstate their selection criteria. A simple life hack will help you ground yourself: write down what your future employee will do every day. It is quite possible that these tasks are not as difficult as you previously thought, and many expectations can be lowered without losing quality.

Using the example of hiring a sales manager, we will analyze why the most popular requirements do not guarantee success.

Getting to know the market
It can be difficult to teach someone sales, but it is not difficult to introduce them to the specifics of your work, because selling furniture fittings is fundamentally not much different from delivering coffee to restaurants. You need to provide logistics and prepare closing documents everywhere.

Own customer base
Usually, the candidate has formed this base at his previous place of work. Therefore, be prepared for the fact that he will collect it from you as well. Having come to your company with a base of 50 clients and having worked for you for a year or two, he will expand his base to 100-200 people.

Burning eyes and energy
Often the best sales are provided by a calm bore who works technologically and smoothly. He makes 50 calls every day, sends 20 proposals, enters the results into the CRM, and also sends information to the client on time, calls or confirms meetings. Energetic employees who are good at final presentations or at exhibition stands are usually not suited to routine tasks.

2. Communicate with the candidate as with a friend

You should describe the vacancy as if you were telling a friend about it. This will help to interest the job seeker more.

"Listen, we need a press secretary. You'll need to communicate with federal media and bloggers, give interviews to the Megaplan editorial board. You'll be interviewing top entrepreneurs. Interested?"

Most companies put on a show and start their descriptions something like this: “An active, dynamically developing company urgently requires…” due to staff expansion. But the problem is that the candidate does not distinguish one dynamically developing company from another dynamically developing company.

We communicate with the candidate as with a friend

3. Clearly describe the vacancy

Another secret of hiring is the correct wording in vacancies. You need to describe the specifics of your company's work in detail and in detail (for example, identify key clients) and speak the same language with the candidate. Then, during the search for a CFO, the template phrase "organize the financial service process" will turn into a specific "BI will need to be implemented."

A well-written job description is the key to success. You should think about what is important to the person you are looking for. Sometimes people write to me: “Ilgiz, I am not suitable for this vacancy — I have a different position, different functionality. But you presented the vacancy so deliciously that I want to send you my resume. Maybe it will be useful in the future?”