Home > Recruiting > Random Thoughts On Recruiting – Re-Running Your Process

Random Thoughts On Recruiting – Re-Running Your Process

This week we had a great example of the power of re-running your process on the same search and the different results it provides.  It is really incredible to see what happens when you take a good recruiting process and run it in machine like fashion with no emotion and at a different time.

In this case we had a search where the position filled, so we closed it.  We had worked on the search for about a month and it really felt like all viable candidates had been found.  About two weeks later the client came back to us to re-open the search.  Something had gone wrong with the candidate that filled it (it wasn’t our candidate) so they needed to fill it again.  Recruiters who use the same process over and over again, because it works for them, put their process in motion again.  Incredibly, we generated great candidate flow.  Really solid, strong, and new candidates for the position and it looks like we’ll fill it. 

This happens all the time in similar situations and even on searches that remain open for a while just because they are difficult searches.  There are so many factors involved in finding the right people and those factors are changing all the time.  Many of your contacts may be in touch with people in their industry or hear from folks they know that may have an interest in a change at any time.  The addition of new contacts from the last time you ran your process will open up new levels of contact (all of the people that your new contacts know) within that industry and expand your reach very quickly.  All of these things and more can happen at any time.  This is why it is so key to keep from trying to out think your search or declare it dead and just run your process without emotion.  In recruiting, more than any other industry that I know of, emotion wastes time and energy and decreases ability to succeed.  Declaring a search dead in our minds, getting upset about a client not hiring a candidate we think they should, assuming our candidate is so good that it will fill etc……  All of these things take time and energy away from just running the process to find the right candidate.

Todd Kmiec

Todd Kmiec and Associates


  1. May 30, 2011 at 2:25 pm

    Couldn’t agree more about remaining true to a process you have that works and not becoming too emotional about a particular job order, or deal, or candidate.

    I think the temptation to become emotional is particularly strong at at the small and medium business level. When you’re in the trenches yourself it’s very easy to become wrapped up in whatever is right in front of you. It’s more difficult to step back, see that job order as one of many, and keep the machine running.

    We hear this all the time — “my business is different”. That may be true at some level, but when you look at a recruiting “machine” from a data perspective they are more similar than different.

  2. Mahmoud Hamza
    June 2, 2011 at 7:22 am

    The idea of completely filtering out emotions from the recruiting process seems appealing at first glance especially after touching the tried successful results.

    Though one may have to ask himself; how was this recruiting ‘machine’ created in the first place? Didn’t emotion help design that machine and put together the ultimate process that made it work? If you isolate emotion will there be an adaptation, upgrade or progress?

    Referring to limited variables and judging by pre-set-ideals will render successful results then will reach threshold at certain point once your machine’s selected candidates fulfill expectations, but didn’t you miss what is beyond?

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