Why You Need a Hiring Discovery Process

I have a 96% resume-submission-to-interview rate as a sales recruiter. It’s one of the stats I’m most proud of as a sales recruiter and trainer. If you’re a recruiting firm it’s the stat clients judge you the most for. That’s why this stat should be a huge focus in your training delivery. Gone are the days of a spray and pray methodology in recruitment. ❌ It upsets customers ❌ It wastes the time of candidates ❌ It minimizes repeat business So how do you as a recruiter achieve it too? Discovery in every step of the recruitment process and becoming a specialist in your market. This is how you do it: 1️⃣ Curiosity: Ditch the questionnaires. Throw them out. Treat every conversation with candidates and clients with curiosity. Be interested in their background, dive into goals with thought provoking questions. 2️⃣ Clarity: as a junior recruiter, there were many times when I was confused in client meetings. I didn’t ask for clarity because I was scared of looking unqualified. If you don’t know, ask. 3️⃣ Value: recruitment is polarizing. Many people think we’re over paid with zero value add. Just a transactional resource. Be an educator to the people you speak to. Bring back the Consultant back to Recruitment Consultant. 4️⃣ Comparison: when picking up jobs, come to the table with a competitor analysis, with examples of other roles similar in the market, at different companies and ask them if and how they differ. 5️⃣ Specialism: Stop working with everyone. Only work within your ICP. Only go after the roles and companies that will benefit from having your knowledge. Specialism comes with time. 6️⃣ Education: The more you become a specialist, the more clients will come to you for education. The more you educate, the more they’ll trust and the more they’ll interview your candidates because they trust your process. 7️⃣ Respect: treat all your candidates with Hollywood-style representation. Don’t ghost them, keep them constantly informed and don’t manipulate them. Somewhere along the way, people lost trust in recruiters. Be the difference maker. By doing the above, your suppliers and candidates will see more value in keeping the relationship with you and you’ll inevitably establish more exclusive relationships. It all starts with discovery. Discovery is a heavily practiced skill across all sales markets and not utilized enough in staffing. The more you practice discovery, the more of a specialist you’ll become, the more candidates will interview and the more repeat business you’ll get. #salestraining #salesrecruiting #techrecruitment 🦘

You wouldn’t let an untrained chef run your kitchen. (well, some of you do 🤫) So why let untrained hiring managers make key hiring decisions? Here's why most companies struggle with hiring: • They rely on "gut feeling" instead of a structured process • They don't train hiring managers in effective evaluation • They ask the wrong questions in interviews • They focus too much on resumes and not enough on fit Want a hiring playbook that works? Here it is: 1. Structured Hiring Process • Define clear job success criteria (not just a job description) • Use scorecards to evaluate candidates objectively • Have a standardized interview process 2. Hiring Manager Training • Teach them how to assess talent beyond the resume • Train them to spot potential, not just past experience • Show them how to remove bias from decision-making 3. Conversational Interviews • Ditch the robotic, rehearsed questions • Have real conversations that reveal mindset & problem-solving • Make candidates comfortable, so you see their true selves The secret? Hiring is a skill. Your company will keep making bad hires if your managers aren't trained. This isn’t a “nice to have.” It’s a business necessity. If you’re serious about fixing your hiring process, DM me. If not, keep rolling the dice—just don’t be surprised by the results.

Stop posting your laundry-list leadership roles on job boards. (Unless you want to see 100 ways ChatGPT can rewrite your job description.) Job boards are one of the worst parts of traditional recruiting… And AI is just strapping bottle rockets on it. Posting your job more places is not going to find you high-performing candidates. It’s only gonna find you a hell of a lot of people who can use the internet. Kick-ass C-suite execs do not spend their time lurking on job boards. That’s why we never post jobs at Y Scouts. We take people through a covert discovery process, reaching out directly to people who are likely to be a good fit. Now if you don’t have the resources to do that, but you still want to stop candidates blowing up your inbox and gamifying the interview process… You’ve got to clearly define what success looks like in the role. - Define what they need to achieve in the first year to be successful. - Define the experience your ideal candidate brings with them. - Define the attitudes and soft skills they need. Figure out everything you want to see out of a candidate… And then keep those details the hell away from the job boards. Those details allow candidates to manipulate their resume to the point that you can’t differentiate the posers from the real A-players. Instead, post about the culture of your company. Talk about what makes the work you do meaningful. Share the challenges your team solved together — and the strategic importance this role will have within your organization. And if you want some help with that, reach out to me in the DMs. Let’s talk about what’s not working, and what you could do instead. Let’s pin down what drives you, what keeps your team pulling in the same direction, and what you’ve achieved together that would inspire your next hire. I’d love to help. #HiringOnPurpose #ExecutiveSearch #YScouts #Leadership #CompanyCulture