LinkedIn CEO on Who Makes the Best Recruiters

October 31, 2014

LinkedIn CEO Jeff Weiner shares the five qualities he believes set remarkable recruiters apart, and the one thing all recruiters should be focusing on most.
Last week, the OpenView Talent Team attended the LinkedIn Talent Connect conference and a keynote session by LinkedIn CEO Jeff Weiner. During the session, Weiner shared his thoughts on the qualities that separate the most successful recruiters and hiring managers from the rest.

5 Qualities of Remarkable Recruiters & Hiring Managers

Whether it’s the founder(s) in the early days, or a team of hiring managers and/or internal recruiters once the company starts to grow, here are the qualities you need to attract the best candidates for open roles.

“Star recruiters use the data, but not to the exclusion of gut and intuition.”

— Jeff Weiner, CEO of LinkedIn tweet this quote


 

  1. Passion: “If you, as a part of the hiring team, cannot convey passion in an authentic way, why would the candidate be interested?” Weiner asks. To truly resonate with star talent you need to have a clear understanding of how the company creates value, what role the candidate will specifically play in creating that value, and why that’s an opportunity they should be passionate about.
  2. Adaptability: This is a critical component, Weiner says. The best recruiters challenge themselves to go further than doing things the way they’ve always been done. Instead, they understand the legacy and benchmarks, but challenge those things to ask, “What would it take to take this discipline to the next level?”
  3. Analytical capability: “Star recruiters use the data, but not to the exclusion of gut and intuition,” Weiner says. They understand funnel analysis, and focus on measurement and continuous improvement.
  4. Agility: You have to move quickly, Weiner explains, underscoring how fast companies and technologies are evolving. Many times, hiring managers/teams may have a different expectation regarding how quickly things can get done. A top recruiter will establish SLA’s to make sure timetables make sense.
  5. Authenticity: It’s what sets the tone and models behavior.  To be a top recruiter, you have to authentically sell the opportunity and the company, Weiner says. What you see is what you get. Manage expectations from an authentic place and convey that.

What the Best Recruiters Focus on Most

Remember, hiring is not just a sales process, says Weiner. Don’t lose sight of why you are having the discussions in the first place, and don’t let your ego drive the outcome. It’s all about determining fit.
Beyond qualifications, Weiner says it’s incredibly important not to lose sight of mutual fit.
“What is your the dream job?” is often one of the first questions Weiner asks candidates. Or, “What do you want to say you’ve accomplished 20 years from now?” The point is to see if the candidate can define what is it they want to do, and from there, it’s the recruiter’s job to determine how those aspirations align with the roles and opportunities at the company.
A strong fit between the role and the candidate’s ultimate goal is one of the most powerful keys to retaining top talent.

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Photo by: Marc Thiele

Director of Talent

<strong>Carlie Smith</strong> was the Senior Talent Manager, Sales & Marketing at OpenView. She worked directly with hiring managers and key stakeholders within OpenView and its portfolio to lead vital searches and provided process guidance on recruitment strategy, including talent identification, strategic sourcing, relationship building, and competitive intelligence. Currently, Carlie is the Director of <a href="https://www.circle.com/en">Circle</a>.