I'm an ex-Google recruiter. Here are my top 4 daily recruiting priorities and how I spent each day.

Nolan Church, a former Google recruiter said he'd always review people who applied directly to the job first.

Courtesy of Nolan Church

• Nolan Church worked as a recruiter for Google and DoorDash.
• He said monthly reviews helped him plan how to best manage his time as a recruiter.
• Church said he always blocked out time to train hiring managers on how to recruit independently.
• This article is part of "Talent Insider," a series containing expert advice to help business owners tackle a variety of hiring challenges.

This as-told-to essay is based on a conversation with Nolan Church, a 35-year-old former recruiter for Google and Doordash from Salt Lake City, Utah. It has been edited for length and clarity.

Before opening Continuum, a talent marketplace for executives, I worked as a recruiter for Google. I also managed a recruiting team at DoorDash. I've seen firsthand how layoffs have hit recruiting teams hard, forcing recruiters to pick up extra tasks. They're swamped with overflowing calendars, and their priorities constantly shift to match business needs.

To combat this, I would have a monthly review with my CEO when I worked as a recruiter. In that meeting, we'd break down my most important priorities so I knew where to direct my focus, time, and attention.

These monthly reviews greatly influenced how I managed my time. Here's how I handled my day-to-day and blocked out time for my priorities.

1. Review inbound clients first

As a recruiter, my day-to-day looked like sourcing and building a pipeline of candidates, staying aligned with the direction of the company, and teaching hiring managers how to interview and recruit.

Usually, I'd start by reviewing inbound clients — those who applied directly to a job. I always found it was crucial to respond to those promptly because those applicants were most likely considering other job options.

2. Block out time for outbound sourcing

After years of recruiting and hiring talent, I've learned juggling the tasks of the job isn't easy. After reviewing inbound talent, I'd block out time for outbound sourcing — looking for people who hadn't shown an interest in the role but might be a perfect fit. I always used LinkedIn and Indeed for that task.

3. Speak with new hires

Next, I'd speak with new hires, seek feedback on the interview process, and ask whether they had friends who were also looking for work.

At DoorDash, we hosted parties for our new hires where we'd showcase our open roles and ask whether they knew anyone interested in joining our company. Often, they did, and those referrals were known for speeding up our hiring process.

4. Train hiring managers

Finally, and most importantly, I'd also block out time to teach the hiring managers at our company how to recruit and fish for candidates independently.

I'd do this by creating a presentation for hiring managers, instructing them on how to source and interview candidates themselves. I'd do these presentations monthly to ensure everyone knew how to do it effectively; it was a game changer.

It's important to work as a team

I learned the quickest way to regain control when I felt overwhelmed as a recruiter was to teach others how to do the job. Then, of course, I reminded them that we're on a team and I was still there to support them.

I know it's a hard market right now, with a lot to juggle and goalposts constantly moving. To do well in this role, expectations need to be clear and priorities need to be set, and working as a team is crucial for success and time management.

Read the original article on Business Insider

Contributer : Business Insider https://ift.tt/WVCSGYj

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