How can the recruiters of today be successful?  

Episode 62 of Talent & Growth saw Rassam Yaghmaei, Talent Acquisition Director at Doctolib join us. Rassam is the creator of the live talk show Recruiters InDa House and he emphasises creating and building brands to be the most effective talent acquisition method. 

In this episode we go through, employer branding, team branding and job branding and Rassam gives some invaluable advice. 

In this blog we’ve highlights some of the key points to help recruiters today to be successful – we hope you find them useful. 

The recruiter in 2022 is entirely different to how they were 5, 10 years ago. So for you, what are the most significant evolutions in how the recruiter of today has to be successful? 

In my experience over the past six years and seeing that evolution, was that it was mostly in house. Maybe I’m biased here, but I think that the learning growth you can have today is a bit higher in house than maybe in an agency. There are some elements that are universal for anyone. Something that I feel is universal is candidates. What the market and candidate needs or expects have evolved. There is the need for asking for transparency, authenticity and efficiency in the process. For example, getting feedback quickly or diversity and inclusion being at the top of people’s minds- this has impacted everyone for sure. Other elements include data fuel decisions, better tooling, ATS automation. These have all evolved prompting recruiters to adapt, learn new skills and become either more specialised or poly talented.  

I really feel that what has pushed the market to challenge us is the fact that there has been more and more highly skilled in house recruitment teams. I feel that that’s where the collaboration with the hiring manager started to become much more dense, complex and granular. This is where we start to consider and pair peers and we’re not just a relationship or service on demand where we are just there to provide profiles, CVs or leads.  

I feel that asking your recruiter to challenge and to influence businesses is what you heard often 15 or 20 years ago. But it is something that is very actionable. If after six weeks or even six months of working on an open position that is not filled, what do you want to say to your hiring manager? What kind of approach do you have? How can you influence things to change? Can you change the process? Can you change different ways of assessing the bias? We have so much content to learn from. The ATS that I mentioned earlier, the tooling, and applicant tracking systems have evolved into something much more either business or recruitment oriented centric.  

But even the free and open source ones that we have today can be really handy for project management, nurturing, automation, completing competency based scorecards and getting reports data out of your funnel. All of this has evolved. We often compare growth marketing skills to storytelling skills adapted to recruitment and that’s been something that’s been quite common for the last five or ten years. I think it’s at the top of everyone’s mind that you need to be good at that to do a good sourcing job. 

But then there’s the go to market (GTM) approach and a lot of companies, including us, have been applying this approach to how we build our TA strategy. Do we consider what’s our audience? What’s our target? And we think about how we work with the talent marketing team. I’m working with EVPs by clusters, we have different clusters, different teams, different profiles and you can have EVPs for all of those.  

You need to build and nurture communities. It’s not going to be a one shot or a six week sprint, you need to build a long-term relationship with the market.  

If you like this you can listen to the full episode here. 

On Talent & Growth we speak to talent leaders about the challenges they face and their solutions for attraction and retention. If you’re interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier, then this is the podcast for you.

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