Recruiting is an amazing career because of it's dynamic nature. It is one of the only broker-like relationships where you are on both sides of a deal, so you can be speaking to executives and recent grads all in the same day. Companies often don't reach out to people like us unless they have a real hiring need, so everything we do is on a deadline, as well.
Taken together, the dynamic nature of the industry along with the time sensitive nature of our assignments can lead to a perfect storm of long hours, high stress, and a few too many skipped workouts and family dinners.
But it doesn't have to be that way. And at the beginning of your career, when you are developing your personal style, is the perfect time to put the boundaries in place to keep your life and work balanced.
This post is part 1 of a 3 part series in Time Management for Recruiters. It pertains to a daily action plan for a 9 hour work day.
List the top 5 Priorities of the day.
Email and Linkedin catch up.
Check in with team/manager to ensure a productive day.
Time reserved for candidate calls. If you have to screen candidates for any roles, then this is the time you schedule those calls. If you don't have any calls scheduled for this time, then use the 8am-9am time to generate a list of possible calls to make for your most time sensitive role.
New candidate research. Send the first round of emails to a new crop of candidates that you have never worked with before. Do this off the back of one of your existing jobs, so you may find someone who is a fit.
Re-check email. If anyone requests a call, schedule it for tomorrow between 9am and 11 am. Answer any actionable items, upload any resumes to your database. Respond to Clients first.
Candidate update calls, call candidates in your database to ask for referrals for your current roles. This time can also be used for screening/interviewing candidates.
Business development. Read Indeed and the Ladders and other industry specific job boards. Reach out to existing clients when you see they are hiring new positions. Reach out to businesses you haven't worked with to introduce yourself if they are hiring in your vertical.
Correspond on current jobs-on. Send out shortlists, reach out to candidates if you have an offer, schedule interviews or second rounds.
Last round of email, use this time for "emergency work" getting candidates for a job, following up on retainers, et.c.
Obviously this is an ideal, and you know sometimes you have to leave the office for meetings and interviews. However, if you try to keep close to this, then when you leave the office and come back, you can just pick up on the task at hand. This ensures that your workflow will be consistent.