November 16, 2012 by
As the point-person fielding questions about MARS, I am often asked about how our training program came to be. How did it get this awesome?
The simple answer: it is the result of many years of turning entry-level talent into high-caliber professional sourcers and recruiters. MARS is the heart of netPolarity, the organ that pumps life into the organization.
It is no secret that the best place to start in staffing is netPolarity, and many who aspire to enter the world of talent acquisition come to work for us because of our training. Because a large percentage of the people we hire have no experience in staffing, recognizing raw talent is critical to our hiring process.
“We can teach people complex and advanced search methodologies, but we can’t change who they are in terms of their personality,” David said. “We can give you the skills, but recruiting is not for everyone. That said, we’ll look at resumes, but we are more interested in who you are as a person.”
So how do we spot raw recruiting talent?
Let’s start with the resume:
While it’s not a must, we do like to see candidates with four-year degrees.
“What a degree tells me is that the candidate has the ability to finish something they started.” David said.
Whether it’s for an amateur or children’s sports team, or a social cause for the community, we look for candidates with leadership experience.
“Natural-born leaders are hard to find,” David said. “Leaders have very strong personalities.”
Recruiting is a people-centric occupation, so when evaluating resumes to spot raw talent, we look for experience indicating previous exposure to environments where they’ve had to deal with challenging people.
“In the past we have hired people from retail, former teachers, people from finance” David said. “In the interviews, I really like hearing stories about how they dealt with difficult people,” David said. “We are looking for people who have naturally high sales aptitude,” David said.
We look for people who are goal-oriented. I can tell you firsthand that this is a critical trait to have. If you are not goal-oriented, you would not enjoy working as a recruiter and would definitely not be successful at netPolarity.
In a resume, career progression would be a good indicator of a goal-oriented candidate.
“We are a metrics-focused company,” David said. “To be successful here, a person needs to be goal-oriented and productivity-focused. We have aggressive placement quotas, goals they need to hit. If someone does not have the drive, they simply won’t make it.”
“We train our people to be high-performance and we keep them performing at their peak by setting goals.”
So you made it to the interview. What is David looking for then?
“We are looking for people who are highly articulate,” David said. “Basic overall composure, eye contact, confidence,” David said. “Handshake is a big thing for me,” David said. “I can tell right away by how sure that person is of himself from their handshake. Sweaty palms are always a tell-tale sign that person is not going to do well in the interview.”
Just as with any interview, we expect candidates to do their due diligence.
“Have they seen our website? What do they think about it? It’s easy to tell when someone is not being honest,” David said.
Can you dance on your feet?
For the most part, the interview is pretty conversational. David says he likes to throw in unexpected questions so I am not going to give the playbook away here.
“My goal during these interviews is to take them out of their comfort zone,” David said. “I like to ask questions that get them to talk about themselves and their values as a person.”
“I’m looking for a person’s ability to dance on their feet,” David said. “As a recruiter, you’ll be dealing with clients and candidates so you’ll be dancing on your feet all day long,” David said.
Do you have the ideal recruiter personality?
David looks for what he calls “recruiter personality:” outgoing, inquisitive, talkative. “They are naturally curious,” David said. “They are always asking open-ended questions, they are always trying to figure out what you’re about, where your pain points are because that’s what they’re going to try to fill.”
“Recruiters are innately self-driven, independent, entrepreneurial” David added. “It is not uncommon for recruiters eventually go independent and open their own businesses.” David said. “It is that strong recruiter personality that drives them to do that.”
Hunter or Gatherer?
Hunters make good recruiters, and it is those innate hunting instincts we try to spot when we are evaluating new talent.
“In the agency environment, recruiting is a direct revenue generator, not a support function,” David said, comparing agency versus corporate recruiting environments. “If we don’t meet our numbers, we don’t eat. We get paid based on what and how much we produce.”
“Our recruiting environment is a bit more hardcore. Oftentimes, we have no access to the hiring manager and the skill sets we look for are very difficult to find,” David said. “It’s a different, more intense kind of stress, but a hunter enjoys that challenge,” David said.
“We hire people who like to chase,” David said. “We hire people who don’t take no as a challenge rather than a rejection.”
David Chuang is the president and founder of netPolarity.