The Logical 11, measuring thinking in recruitment...

Spoiler alert; Recruitment logic is created through a combination of rational thought, experience, critical thinking, data and common sense.

Is your job to facilitate or administer the recruitment process?

1. Facilitators tend to “make things happen” this can involve bending systems and processes to suit an individual situation.

2. Administrators follow the process to the letter.

Who is your primary customer as a recruiter?

1. The candidates

2. The hiring manager

To start working on a role do you need to?

1. Understand the the high level business purpose of this hire

2. Understand the technical aspects and list of duties/responsibilities

How would you use logic when recruiting?

1. I would apply some logic to everything I am doing

2. I would ignore logic and follow a process

What numbers can we use to shape our thinking and support our logic?

1. What we see in the market now

2. Past performance

Should you prioritise speed or quality?

1. Speed

2. Quality

At what point do you start selling, and to whom?

1. From the get go, firstly with the hiring manager then the candidates

2. To the candidates and then the hiring manager

Shopping lists (bullet points as job requirements), good or bad?

1. Bad

2. Good

When working a multiple of 10 roles should you prioritise

1. All of them equally

2. Use a system of sorts to prioritise the top 3

Do you screen candidates

1. In

2. Out

Who determines the candidates you screen

1. The hiring team (manager & cohorts)

2. You

In the comments let me know how many 1’s and 2’s you got and I’ll tell you your recruiting fortune…