One-year contemplation as a tech recruiter
Tags: recruitment, japan, recruiter
Published: 2020-10-27 03:17:59

Hey everyone! Thanks for reading my second post here in dev. too!
After my 'graduation' from a unicorn tech company in Indonesia as a Product Management role, last year in October 2019 I took a role as a Tech Recruiter in a Japanese company. Some people say my role is an 'agent', or 'headhunter'. But headhunter seems creepy, so I prefer Tech Recruiter because it sounds cool :sunglasses: 

Back to the topic, so this post is my contemplation session on what I've been learning for a year. What are my contemplation items?

### 1. A change of mindset from an engineer into a salesperson.
In my first 3 ~ 6 months, I've been very carefully picked candidates to scout/talk with. As the result, I usually land on good candidates that usually leads to passed the document screening process from clients.
But my KPI on 'scouting candidates' turns out not being that good because I don't scout/talk with many candidates.

*What have I done to fix this:*
I realized that not all good candidates could write their profile on Linkedin comprehensively, or perhaps doesn't have the time to compel their experience into their profile. So I tend to be less judgemental, and more open to a conversation to dig more into their experience.


### 2. From objective-based conversation only to relationship-forging conversation.
The recruiting business is trust-based. You provide a service by doing consultation and conversation with candidates, then match them with their preferences and within our recommendation. But sometimes because of our KPI, I tend to accomplish it as fast as possible. And I sometimes forget to the soul of consultation-business: an **honest conversation**

*What have I done to fix this:*
It's just like you are talking with your spouse or your bae. I need to be more empathetic towards my candidates. Give them attention, show them that you are listening and you are careful. It's a bit energy-draining, but it will build their trust in you.


### 3. Communicate the candidate status, even though there isn't any update from the clients.
I've just learned this from a Youtube Video, a talk from [https://www.youtube.com/watch?v=PPfhZsAGsEI](Chriss Voss) inspires me. From what I remember, he said things like this

> if you are entrusted by someone to sells something they have, and if they are requesting an update, telling them that you are still doing your best to look for a buyer, will not show that you are incompetent. Instead, it **will build trust** and **give ease** to the customers that you are still handling their kinds of stuff dearly.

KPI tends to makes me focus on what matters in the business. After doing a consultation with one candidate, we need to move fast and consult one after another. And I sometimes only remember to contact a candidate again if one of those two things happen:
* we have another opportunity for them to try on.
* they are proceeding to the interview stage.

*What have I done to fix this:*
Spare my time around 1 minute (and it could be less) to give their update at least once a week, or if they are in an urgent needs to find a job, give the update once every 2-3 days even though I still couldn't have an update from the clients.


### 4. Understand their motivation, and build the conversation around that.
People changing their jobs do have different motivations. If I do understand what are they looking for, I can get their trust, therefore I could get their willingness to interview with all of their heart.
I previously do a blind-shot to send a cold message based on their skills matched with our clients' requirements.

*What have I done to fix this:*
Take a thorough look at their profile, their resume, and their conversation. Make sure they will get a good salary, what kind of job they want to after, and so on.


### 5. Learn how to tweak your thoughts through writings and speaking.
Honestly speaking, I've been always a straightforward person. It's good for some situations, but sometimes it's not good for building a rapport for some candidates that are still not interested to have a conversation with me.

*What have I done to fix this:*
Enrich your vocabulary, read some best practices on how to engulf your intention into a word that is not offending or feels like burdening them.

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So yeah, I think that's it. I hope in the next year I could become a better and more humane tech recruiter for you. Feel free to hit me with any questions or comments!

Credits to https://www.sutrahr.com for my header image.