People often ask me why I chose recruiting as a career. More specifically “why technical recruiting?”
When I was in college, I was interviewing for a job to be a teller at a bank. I was in a room full of 20 other candidates competing for the role, it was my first (and so far, only) group interview. The process lasted about two hours and everyone took turns answering questions, trying to be as thoughtful and unique as possible to leave a good impression on one of the 8 hiring managers sitting in front of us. Two days later, I got the a call from a branch manager inviting me to join the team.
From that day on, I was always curious what answers hiring managers were looking for during an interview. What factors go into selecting the right candidate? What kind of answers were they looking for when asking those very scripted questions?
After I graduated from ASU, I applied for a recruiting position at a private subprime lending company in Phoenix. A recruiter reached out to me, asked a series of questions about my background, compensation information and then scheduled me for an interview. When I went in for the interview I met with several people on the team and after being there for 4 hours, was offered the job on the spot and completed the drug screen on site and submitted the background investigation forms. This process was very different from my last experience. Which led me to be even more curious to figure out the method behind this madness.
I can’t say I fell in love with recruiting on day one. There were several days, weeks and months that I thought about quitting. I became a slave to a process I didn’t understand. Cold calls, dead-end conversations, sitting in a small cube in a cold office, attached to my headset 8 hours a day, 5 days a week. I soon learned that I was in a position where I was trying to control the least controllable and most unpredictable variable on the planet: people.
So what changed?
Along the way, I realized that there was more to recruiting than the endless cold calls. There was more impact that a recruiter could make to an organization than simply taking orders, sourcing a ton of resumes and shoving as many qualified candidates as I could into a pipeline while the requisitions continued to pile up. I began to strategize my approach, change the way I sourced, networked with candidates and negotiated the offers I delivered. I learned how to prioritize my work load, became an expert in the field by educating myself on the technologies my teams were using, understood the goals they needed to achieve, developed a relationship with my hiring managers. I stopped viewing recruiting as a “service group” and evolved the relationship into a true recruiting partnership.
The value a recruiter can bring to an organization is often overlooked. A single hire can bring in upwards of $250,000 in revenue per year in the tech industry.
What gig could be better than waking up, drinking coffee and making people’s dreams come true?
And that’s just where it all begins.