Solution

I started by looking at the job spec and helped the company clarify what was truly necessary for the role. We answered three questions: What are the top 5 parts of the job spec that are needed to do the job day to day? What are the top 3 out of those 5 that are important for the candidate to have? And finally, what is the one crucial thing that the candidate must have?

By focusing on that one crucial thing, I was able to work backwards and find a candidate who fit the bill. I also helped the company improve their feedback process by creating a 24-hour rule and building rejection and acceptance emails for them to store in their signatures. This made it easier for them to communicate with candidates and provide feedback.

I emphasized the importance of trust between the company and the recruiter. I was honest with them that I didn’t have any candidates sitting on my database or inbox waiting to work for them, but that I was committed to finding the right person. I also made sure to engage with them and listen to their needs, making sure to establish a good rapport.

To gather data, I asked the company about their competitors, where they wanted the role to lead, why the role was open, when they wanted to fill the role, and what they wanted out of the role. This gave me a strong understanding of the requirements, and I was able to map the market and find a candidate that evening. I spoke with the candidate and gained their commitment, and then sent their CV to the manager.

The manager was positive and wanted to see the candidate as soon as possible, so we arranged an interview for the next day. The candidate was offered the role on the spot, and six months later they are doing amazingly well and meeting all expectations.