How to Master the Art of Recruiting

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How to Master the

Art of Recruiting

This presentation consists of highlights from the interview with Moe Abdou,

founder & host of 33voices®.

Named by BusinessWeek as one of “The World’s Most Influential Headhunters”, Mike Travis credits his accomplishments through the years to one central principle—understanding and serving clients as if their businesses were his own. For almost two decades, Mike has

served clients by recruiting general management and function heads for medical device, diagnostic, instrumentation and biopharmaceutical

companies. He also recruits board members in all industries.

Mike Travis@Travis_Company

Principal at Travis & Company, Inc.

The best recruiters never stop honing their recruiting skills:

Insight #1

The best recruiters never stop honing their recruiting skills:

They make people their highest priority

Insight #1

The best recruiters never stop honing their recruiting skills:

They know what they want

Insight #1

The best recruiters never stop honing their recruiting skills:

They’re great listeners

Insight #1

The best recruiters never stop honing their recruiting skills:

They engage their candidates in dialogue

Insight #1

The best recruiters never stop honing their recruiting skills:They always treat people well

Insight #1

Insight #2

In recruiting, perfection is never possible. Be quick to recognize when you’ve made

a hiring mistake and correct it.

Insight #3

The best job descriptions are:

Insight #3

The best job descriptions are: no longer than ONE page

Insight #3

The best job descriptions are: clear about the upcoming 12-month’s

most important objectives

Insight #3

The best job descriptions are: clear on the profile of the desired candidate

Insight #4

In addition to being compensated accordingly, top candidates are:

Insight #4

In addition to being compensated accordingly, top candidates are:

interested in challenging work that matters

Insight #4

In addition to being compensated accordingly, top candidates are:

being part of a great team

Insight #4

In addition to being compensated accordingly, top candidates are:

working towards a bigger purpose

Insight #5

The most effective interviews are done in a relaxed environment where the

candidate feels engaged in an inspiring conversation, not being interrogated.

Insight #6

To understand the depth of your candidate’s experience, explore questions that highlight:

Insight #6

To understand the depth of your candidate’s experience, explore questions that highlight:

the candidate’s achievements and how they improved the condition of her employer

Insight #6

To understand the depth of your candidate’s experience, explore questions that highlight:

what the situation was like before she took over her role

Insight #6

To understand the depth of your candidate’s experience, explore questions that highlight:

why she accepted her various roles

Insight #7

Be attuned to your candidate’s questions, for they’re a window into the way they think and

often reveal how well they’re prepared.

Insight #8

References are the most neglected part of the interview process. Done properly, they can

save you from making a big hiring mistake. You’ll know you’ve spoken to enough

references when you stop hearing new things

Insight #9

The professionals present a candidate in a high touch manner; they communicate with passion their desire to work with the candidate, while never neglecting the emotional component of

decision he’s facing.

Insight #10

In recruiting, your intuition is the residue of experience. Rely on it when you’re experience and verify it if you don’t have the

depth of experience, but don’t ignore it.

Reflect: What’s the costliest hiring mistake you’ve made? What did you learn from it?

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Presentation created by Chase Jennings

Insights by Moe Abdou