A DAY & ZIMMERMANN COMPANY

A day in the life: Recruiter

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Posted by Mindy Fineout

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August 16, 2010

I'm a recruiter, cyclist, blogger and wife. Here's a look at a typical day in the life.

6 a.m.
I start my day with a clear mind after a long (and with any luck, dry) bike commute. I lock up my bike and hit the showers. Usually I land at my desk between 7:30 a.m. and 8 a.m., depending on how fast my legs pedaled me in that morning.

As a recruiter, my day focuses around my candidates. Today I check my inbox for any qualified resumes I might have received since my posting yesterday for three new software developer roles. Hmm ... My applicants consist of an eighth-grade art teacher, a nursing assistant, and a Safeway checker.

And so I begin a passive search. I try not to rely too much on job boards, so I hit up the holy grail of recruiting -- LinkedIn. I start with my network, looking for referrals, and then expand out into the cold calling abyss.

9 a.m. - 9:30 a.m.
I break for a meeting with my team. We discuss open job orders and challenges, determine recruiting strategies, and discuss industry news and trends. The meeting is no longer than 20 minutes, and I then prioritize the rest of my day. I will be focusing primarily on the three new software developer roles, a project manager, and two new information architect roles.

I head back to my desk, but not before grabbing a yogurt out of the fridge, and getting the details of my coworker's date last night.

11:30 a.m.
After 90 minutes of heads-down focus into my search for software developers, I have reached out to 25 solid passive candidates and received two referrals. Since my net has been cast (for now), I decide it's time to switch focus to scrape the tip of the iceberg on my other open positions. I wrap up the results of my initial search, and hope my BlackBerry will start to blow up with responses.

In the interim, I head out to meet one of my current consultants for lunch to hear how his project is going, and catch up on his week. During our lunch, he shares with me that his former company just outsourced their development and laid off 20 local employees. I ask for some referrals and leave with a full stomach and a handful of names to call for my new developer roles.

1 p.m. - 3 p.m.
I hear back from one of the candidates I reached out to on LinkedIn. He is interested in meeting to discuss the role. I also note that he is a hiring manager in his current role at a large software company. I book a meeting with him to discuss working together and the possibility of working with his company in the future. I also connect with one of my referral candidates. I conduct an interview with him and determine he is a good fit for the job. I package up a submittal and submit it to the hiring manager.

3:30 p.m. - 4 p.m.
One of my current consultants sends me the resume of one of his friends looking for work. I don't have any current openings in his skill set, but he looks like a good candidate. I call him and conduct a pipeline interview so that I can proactively market him to some of my clients.

4 p.m. - 4:15 p.m.
I hear back from a hiring manager I submitted a candidate to last week. He wants to set up an interview. I coordinate the time and place and send meeting invites to both parties.

4:15 p.m. - 4:45 p.m.
I dial into a conference call with a hiring manager and an account manager to discuss his new information architect role. I dig for more specifics of what kinds of projects this person will be working on, beef up the job description and post.

5 p.m. - 7:30 p.m.
I wrap up loose ends from the day and plan for tomorrow. I write out a to-do list to keep focus in the morning. As I'm getting ready to leave, I get an e-mail from another passive candidate sourced today. He can only talk this evening after work at 7 p.m. I change back into bike gear and ride home, so I'll be home in time to make the call. After the phone conversation, I pour myself a nice glass of vino and enjoy a late dinner with the hubby.































Topics: Staff Management, HR Strategies

Hiring Managers Guide to IT Staffing

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