To Recruit Big Talent, Focus on the Little Things

Sep 16, 2020

When it comes to the hiring process, both employers and candidates understand the importance of getting the "big" details right. For example, there is a lot of focus on keeping lines of communication open, extending strong offers, and thoroughly evaluating a mutual fit - and rightly so! Those things are all critically important to making a long-lasting and mutually beneficial hire. But the truth is, small details matter just as much as the big picture. In fact, sometimes they can make or break a hire.

Just consider the college football recruitment process. There are many examples of players who have decommitted from powerhouse programs or dismissed highly ranked universities from their list of contenders. Why? Because a coach didn't give that player a hug after their commitment, or wore cleats on their hardwood floors during a home visit. These actions may have seemed small to those coaches who knew their teams were exceptional, but they can make players feel unappreciated and disrespected, costing those programs a top recruit.

Here are a few examples of little things that make a big difference when recruiting top talent:

Hand-Written Notes

In this day and age, it's easy to default to sending a quick text or email to follow up on an interview or thank someone for their time. But while technology's efficiency has improved the working world in many ways, it can never replace the thoughtfulness of a hand-written note. When a candidate writes out a note to thank a hiring authority for taking the time to interview them, or a hiring authority sends an appreciative letter to a potential hire, the recipient feels special. Writing a note takes no more than five minutes and costs just a postage stamp, but it makes a strong impression. In a sea of digital communications, a hand-written letter will help you stand out in a positive way. And most importantly, it's simply a kind thing to do!

"Just Checking In"

Too often, recruiters and hiring managers alike behave as though their job is done when a candidate starts working. Transitions are stressful for everyone involved. Recruiters need to take the time to check in with both a candidate and a hiring manager during a candidate's first week, and hiring managers should keep close tabs on their new hire to help everyone feel supported and positive. Again, skip the texts and emails, and make a phone call - not to offer advice, but simply to ask "How are you doing?" The simple act of checking in on a new hire with a personal phone call can make a stressful week a little easier and remind the manager and the candidate that they always have someone rooting for their success.

Putting Kindness First

Top recruits are exceptional workers, difference-makers, and value-adders. Hiring managers are respected leaders, team-builders, and problem-solvers. But more than any of that, top recruits and hiring managers are human beings, and it's important for everyone involved in the hiring process to lead with kindness. If a candidate is a few minutes late to an interview, rather than asking for an apology or displaying frustration, a hiring manager might ask, "Is everything okay?" If a hiring manager has to reschedule a meeting, rather than feeling disrespected or withdrawing interest, a candidate might say, "I understand - our jobs can be very demanding. Does Wednesday work instead?" Even the most frustrating situations lose their power when both parties remember that they are dealing with a human being, and treat each other with kindness and patience.

For an in-demand player, it isn't enough if one university can offer a full scholarship, a hall-of-fame coach, and a shot at a national title, if those recruiters forget to pay attention to the little things. Other programs can (and will) offer a high-caliber program and make the player feel welcome by giving them a hug of appreciation or showing respect and appreciation to the player's family. Just like those programs, a company might have all the "big" boxes checked off for a potential recruit, but if they don't focus on the little things that make a recruit feel special, they might find that they lose out on big hires.

About the Author

Wes Snoddy

Wes began his career at Kimmel & Associates in 2017 in the Steel Division and has since extended his client base to the concrete sector as well. Wes is diligent and dependable when matching the needs of his clients with the absolute best candidates.

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