The Recruiter’s ‘Portfolio’

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Dogma

Over the last few weeks I’ve been searching for a new project and what I have encountered, rather surprisingly, is a lot of the norms that we as a recruitment industry, still seem to be holding onto dogmatically. The one recurring question is ‘can you send me a copy of your CV?’.

My expectation would have been at least to ask me for a link to my LinkedIn profile; my hope is that I might be asked if I have a website or online portfolio, examples of campaigns I have successfully delivered, a request about blogs or any other information that would, in my opinion, actually present a holistic picture of the me as an individual and talent acquisition an recruitment professional. Across the board, the CV request was predominant.

I appreciate there is a counter-argument here which is ‘why don’t you just add links to your CV?’ – I’ve tested that and the click-through rates are low. From that test sample, my conclusion is that Hiring Managers / Agencies are still looking at the CV and making their decision based on the chronological script of my prior experience.

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Portfolio

This is going to sound like a sales pitch, however…

Whenever I recruit, I aim to build a picture of the individual through a combination of their LinkedIn profile, social media, blog posts and combine those notes and use them in the introductory conversation with them to really get a sense of them as a professional and person. With this knowledge, you can really start to explore their thoughts on culture, environment, working patterns and their mindset in the face of challenges and change. In short, you end up offering the Hiring Manager a ‘portfolio‘ of the person as opposed to a CV and each part of the process acts as an additional level of qualification beyond the standard ‘skills matching’ approach.

Flip the focus to recruiting for talent acquisition and recruitment professionals, would it be more interesting to your client to see examples of the following;

  • job specifications
  • social media content (i.e. posts, adverts)
  • recruitment assets (i.e. candidate, interviewee and on-boarding packs)
  • process workflows
  • interview formats
  • blog posts

How interesting to you and your client would this portfolio of information be at an introductory or pre-screening stage?

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Building your Portfolio

What are the challenges with starting to build your own recruitment portfolio?

The consideration of time is always the obvious starting point; the time to create a website of online host compared to writing your CV using a template is clear. Having said that, do you want to look back at your legacy in recruitment and have only a CV and some anecdotal stories and hiring numbers to refer to? – keep track of your journey and collate the information you have learned. Create your own ‘Recruitment Playbook’ – something you can use as you navigate your way through your career steps.

Another key consideration is, who owns the content you’ve created? – if you are a permanent employee (whether in-house or agency side), you’ll be subject to legal obligations regarding the content you have created. Having said that, referring to this content if it’s already in your, or the clients, social media feed isn’t a crime – blog about it even. Tell the story behind how and why you created it. This can be positive PR for the client’s brand.

What if I don’t have any of this content? – perhaps your in a role that hasn’t required you to write job specifications, create social media posts or implement new workflows. Then my suggestion to you is start!

The role of the Talent Acquisition (TA) and Recruitment (Rec) professional is evolving rapidly and you need to offer more than the ability to search, screen and present an applicant. As tools and products providing greater levels of automation change processes and the way tasks are completed, one of the greatest assets of a TA and Rec consultant is their ability to deliver creative solutions and the knowledge they already retain about the process of where to discover, attract and engage talent.

An invitation to fellow Professionals

If you want any suggestions as to where to start, I’m happy to have a chat. Just ping me a message. We can all benefit from sharing ideas! 

2 comments

  1. Glenn , looks good and I like the concept. My issue with this (and its not necessarily this method) is that people still lie . Have you met a PM who hasn’t delivered a multi million project that went global in less 6 nano seconds ? A bio is great as long as its believable. I am not “dissing” the idea but you can probably see why cynicism exists. See you next week and we can continue the conversation. Best regards, Spud

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  2. Hey Ray, thanks for the feedback. Whether this idea of a ‘recruiter’s portfolio’ will translate to a job profile like Project Management is certainly worth exploring. As for the small minority that decide to ‘inflate’ their experience and input into a particular project, I think that’s down to the the recruiter or Hiring Manager to ascertain the true story. Look forward to seeing you soon mon amigo. Also, when’s your autobiography, ‘Murphy’s Law’ hitting the stores!

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