“Advice I'd Give My Younger Self Before I Got Into Recruiting”

Here's what some of our clients had to say
Oct 15, 2019
Bill Gates
Bill Gates
Client Meeting

Share This Blog

I realized, like many of my recruiting colleagues, that most of us fell into recruiting. It's been a great career choice that allows me to meet new people everyday, but most importantly to build long lasting relationships with both clients and candidates alike. As I looked back on my career to analyze my successes and shortcomings, I began to think about the advice I would give my younger self. This got me thinking, and I became curious to know what advice other recruiters and clients would say to their younger selves. After connecting with a couple of them, here is what they said. Check it out. 


"The biggest advice I would give myself prior to getting into recruiting is the value of following up (after interviews, job pitches, qualification call, etc).  Following up with candidates when they don't get a job or following up with a client when you don't have any candidates to send, is extremely important. It is so important because it will distinguish you from your competitors and clients/candidates will come back to you when they are looking for a new job or they need help hiring for their current company."  

Bill Gates | Partner, HR & Admin Practice



"Focus on what you can control.  You can't control who the hiring team selects to hire.  You can't control who applies to your open role. You can't control timing.  The dream of dreams candidate could apply the same day you extend an offer to a candidate that was best for the role at that time.  Respect timing. What you can control is how you treat your candidates. You can control treating them the way you want to be treated as a candidate.  From the initial reach out to welcoming them on their first day. You can control focusing on relationships and strengthening them for the future, and you can control equipping yourself with research and active listening to become the best you can be!  Offering someone a job is one of the best feelings, so let that be your guiding force as you go forward in your career."

Erin Kube | Senior Recruitment Consultant

FTI Consulting


"Two pieces of advice I could have used earlier in my career...   1) ABUD – Always be using (labor market) data. If you want to be the guide on the search and not be guided, weave data into your conversations at any stage and sit back and watch a hiring manager’s or candidate’s reaction.  1) Less is more - Whether you are speaking with a candidate or a hiring manager be concise and let them do most of the talking! Same with digital cold calls. Be brief, original, personalize the message and, whatever you do, do not regurgitate the job description! 60 words or less!”

T. J. Huestis | Director

Talent Access


"Always readily admit when you don’t know something—even with candidates.  Saying, “I’m not familiar with <<insert topic>>; can you explain it to me?” to a candidate will actually help you gain credibility.  Candidates you want to hire (i.e. those who are passionate about the role and understand its remit intimately) will likely happily explain in a way you can easily understand, and appreciate your candor.  Those who don’t know the topic well will struggle. Either way, you will get the information you need, and learn in the process."

Katie Weiss | VP, Talent Acquisition & Operations

Performics  | Publicis Media


"My advice would be to be prepared to balance the human side of recruiting with business and client needs.  While being an advocate for your candidates and helping them grow their careers is very satisfying work, ultimately recruiting is a core business function for any company to compete and be successful.  The best recruiters are those that understand the value of recruiting and can balance the human and business aspects of it."

Matti Shicker | Manager, Talent Acquisition

Publicis Media 


"The biggest advice I would give myself prior to getting into recruiting is that building relationships and a solid foundation of trust are two keys to being successful in our field. One way to do that is through a high-touch candidate experience. 

I've noticed that candidates who feel engaged throughout the entire recruiting lifecycle are more likely to accept a position at your company and are more responsive throughout the process. The trust they place in you is absolutely priceless. These candidates are ones you tend to build a relationship with and ultimately become a part of your broader network where they can be a resource to you and are more likely to engage with you in the future. "

Krystin McDermott | Director of Recruiting and Culture

Leaf Trade


"Pay attention and carefully manage every relationship. Even if you don't hire someone now, you never know when you'll cross paths again. Former colleagues will send some pretty great people your way if you make and effort to keep in touch. Recruiting truly is all about relationships and networking. Operate as if nothing is a secret (because it isn't!) and always be mindful of how you treat everyone."

Kristin Carlson | Talent Acquisitions Lead



If you have any advice or questions for those in the recruiting world, feel free to get in touch. I'm glad to connect. You can reach me at bill@hirewell.com. 

Bill Gates
Bill Gates

More Blogs Written by Bill

Sign-up for the latest talent insights because you need to know what you don't know.