1 min read

Just ask your candidates what they want. Then, do that.

Perhaps the biggest problem with opinions is that they can be filled with assumptions—lacking the important context that only the ones doing the recruiting have.

30-second read (+1:42 video)

It feels like recruiters and recruiting experts spend an inordinate amount of time talking at each other about the best ways to attract and source candidates.

All while displaying a defensiveness that makes any curious onlooker wonder: What’s up with all the opinions? And why all the defensiveness?

Perhaps the biggest problem with these opinions is that they can be filled with assumptions—lacking the important context that only the ones doing the recruiting have.

Here’s an alternative approach:

Just ask your candidates what they want.

  1. How do they prefer to find out about a new opportunity?
  2. What information do they need in order to make an informed decision about whether or not a conversation with a recruiter is worth their time?

Then, do that.

This feels like a faster, cheaper, and more empathetic approach to starting the right conversations.

My two cents: Stop listing to the talking heads. Invest in a little UX research and find out for yourself.

Give this post a Like or chime in on LinkedIn



This newsletter grows through good ol' word-of-mouth. If you know a peer or teammate who'd enjoy my evolving thoughts on this stuff, please send them this link.  I'd be super grateful. Thank you.