Kathleen Lowe
started at Xenium as an HR Business Partner, then returned as the Talent Partner years later. Here are her tips and advice for those in the recruiting field.
Have a real understanding of your company
Especially when new to an internal recruiting position, focus on gaining a deep understanding of the day to day operations of the company. Lowe also says that if you really want to do right by both the candidate and the employer, you really have to understand the operations, value proposition, and the mission of the organization for which you’re recruiting. “In temp agencies and staffing, it’s different due to volume. But as an internal recruiter knowing your culture, living and breathing it, and understanding it deeply is all so important,” says Lowe.
Have your questions ready
“I have six different sets of phone screen questions depending on the position – payroll, human resources (two levels – entry level and more experienced), benefits, sales, and general,” says Lowe. When recruiting for multiple positions, it’s helpful to be able to compare candidate responses to the same exact questions.
“You do repeat yourself a lot,” admits Lowe, “but it’s an incredibly important and helpful step in the recruiting process.”
Be transparent about the recruiting process
Companies utilizing applicant tracking systems often have the option of using automated responses. What people often neglect to include is a timeline estimate within the message such as We’ll be in touch within 3 weeks, or whatever length of time is reasonable for your organization to vet candidates.
“I like to be very clear about our process,” says Lowe. “I tell candidates that I’ll conduct the phone screen, then hand off their responses to the hiring manager. If they want to bring them in for an in-person interview, I explain exactly what the next steps are.”
Calming candidates’ phone interview nerves
“In phone screens, people get nervous, and I get that,” says Lowe. “I think there are still companies out there drilling people. I try to have an actual conversation. I give them feedback – yes’s and mhm’s. I even joke with them. I want to engage them and understand them, find out what their personality is like and what they want. I don’t want to intimidate someone or quiz them, I just want to understand what they’re looking for and who they are as a person.”
In today’s recruiting world, the biggest thing is fit. Skillset is also key, but fit is right up there. If people have the base knowledge and a great attitude, always know that you can further train technical skills, but interpersonal skills are much harder to train.
“Each organization’s needs are unique, but the perfect fit for Xenium are people trying to find a family away from their family,” says Lowe.
Advice for Recruiters & Hiring Managers, New and Experienced!
