Many experts give advice; few show you what they do (and by no means am I an expert). I’ve been interviewing companies in my search for a recruiting leadership position and I figured you might enjoy reading what my Thank You letters look like.
I know they’re not perfect but they’re me, they’re honest, and I believe they reiterate the challenges I heard and reinforce what I can do to resolve these challenges.
After first interview:
Frankly, I was hoping to have sent this note sooner but at least I made my 48 hour response window!
Thanks for Monday and for sharing as much as you did about the state of recruiting at Company. I’m not one to toss around superlatives when a healthy dose of reality is what is needed; my ears heard challenges and opportunities – but the opportunities appear to be within your grasp…our grasp…given the global impact of Company’s products.
I see a need to create and inculcate a three-year workforce plan that tracks with the PEST environments; I’ve always had success in convincing managers to buy into these plans.
I see a need to identify and take advantage of new talent pools – quasi-hidden ones – that require real relationship building to become productive pipelines; I’ll show you a great one on Monday (I’m excited just thinking about this).
I see a need to teach all employees how to be better talent scouts and hand off high potentials to the recruiting organization; it is always breathtaking when a VP comes into the office and tells us, “I met this person at the airport – and we really need them.” Same goes for recruiters who excitedly relate stories about how they met someone while on vacation who just sent them their resume.
Name, I’m very bullish about our mutual convergent needs, experiences, and professional goals. Looking forward to Monday.
After second interview (which was delayed because of a small little blizzard):
Once again, thanks for the time and the ears last week; I’m getting a clearer picture of Company’s recruiting landscape.
Without equivocation, better planning and better pipelines are areas of interest for continuous improvement but I also hear that whoever comes in will have to partner with hiring managers as initiatives are undertaken. As far as I see it – as biased a point of view as there is – I’ve worked for many types of companies, each in different places in their business and talent cycles and will bring to Company a quiver filled with many types of arrows each useful in unique situations (I hope you don’t mind the arrow metaphor).
To reiterate my “outside” recruiting work and my social media efforts don’t take up much of my week – they’re nothing more than creating, building, and maintaining relationships that have always been vital to my recruiting. Obviously, if we go to press, I’ll jettison my recruiting work. However, those with whom I interact with through blogging, Twitter, Facebook, etc. often end up as sources of hire, subject-matter experts, and counsel. One very positive thing my writings have produced are speaking engagements – which would be done under the Company banner if our talks progress to that point.
Finally, while I have many ideas about how to create a superlative recruiting organization, I am not someone who makes changes for the sake of changing. My friends and colleagues know me as a coach and mentor – two ears and one mouth that are used proportionally.
Happy New Year and I’m really looking forward to the next steps.
What do you think? And yes, I do think I use my ears and mouth proportionally. Snort…