Recruiting 101

Posted by Kate Potters, COO at Glenmont Group

Judging by the masseuse and middle school teacher who applied for the position of VP of Human Resources at a prominent law firm client of mine, it is safe to say that some people do NOT read job postings. The best way to recruit is via live conversations. It’s the only way to explore people’s backgrounds and motivations as well as share details that aren’t in the description. I’m not going to give all our secrets away, but there’s more to it than simply creating a great job description and posting it on a website.

You need to have lots of additional information ready to share with candidates. This not only saves time but can help generate interest in the position. Or conversely, eliminate candidates early in the process, based on their motivations and career goals.

There are many things people want to know that aren’t in a typical job description:

  • What’s so great about your company? Are you a Best Place to Work? Have the latest technology? Fantastic benefits?
  • Why is the position open?
  • Who is the Manager? What is she/he like?
  • What is the office environment like? Where will I work?
  • Does this person have direct reports? What are their titles?
  • Who will I be working with? Maybe one of these people can meet with them briefly.
  • Why is this opportunity better than the one I have now? No one wants to change jobs for change sake, especially under current economic conditions.
  • What direction is the company going in? What is the size of the organization?
  • What is the opportunity for growth within the organization?

While people work to make money and pay the bills, good candidates are also motivated by things other than money. It could be a new challenge, opportunity for growth or simply a better commute. This also becomes evident during the course of a conversation.  Email is essential, but there’s still no replacement for the give and take of a good conversation.


Glenmont Group is a boutique search firm that concentrates on Professional Services, with a focus in the Legal & Content space. Because we are a highly focused boutique firm, we offer expertise in the industry that other search firms cannot. Our staff has been trained on, employed in or consulted for these industries so there is no learning curve. This means that you will not see resumes off of "job boards" that seem to have little or no connection to the position you are trying to fill. In fact, just the opposite is true. Our process includes a competitive analysis that identifies the top candidates in your given field. At Glenmont Group, we strive to develop and maintain long-term professional relationships with our clients. We believe in a business relationship based on hard work, cooperation, integrity, trust and a sense of humor. We are also active members in our industries by working on or with the Executive board of our industry trade organizations such as; IQPC, EDRM, LMA, PMA, ALSM, ALA, AIIM, ARMA. This assures constant access to a network of those highest quality candidates who are involved in these organizations.

Posted in Advice, Employment, Hiring, Insights, Job Hunt

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

Enter your email address to follow this blog and receive notifications of new posts by email.

Join 540 other followers

%d bloggers like this: