How to short circuit recruitment

I am currently recruiting for a Head of Product of our new MedTech X. During that process I have already learned some valuable lessons that I wanted to share with you in case you are also looking to recruit.

Here goes:

  1. Ditch the standard application process. If you are recruiting for anyone outside of a very well defined, niche and/or junior position, forget about asking for applications. Most likely, the candidate you are looking for is (a) not actively looking and (b) doesn’t see herself writing applications all day long.
  2. Trawl LinkedIn for good candidates. The business social network actually has some very good tools for searching for people with specific experience, seniority etc, and their InMail system is rather efficient for reaching out. Just make sure that you’re crystal clear in your headline and that you have a job profile you can attach.
  3. Book introduction calls. Use one of the online calendar services to make it possible for candidates to find a timeslot and book an informal first chat about the job. It is super convenient, it breaks the social ice and reduce any awkwardness, and you get a chance to get a first impression. If that turns out great, just follow up while on the call with an invite for an in-person meeting, and you’re off.

If the role is super important to you and your company make sure that you do all the above yourself. There are a ton of people willing to help you – but at a cost. And there is nothing in there which you can’t do with nothing more than an investment of your time (which is precious, I know).

But the other reason for doing it yourself is the most important one: If it is truly a KEY position – as this one is – you need to send a signal to the candidate that you’re deeply invested yourself in finding the right fit. When you find the right one it will help send you on to great things together.

(Photo: Pixabay.com)