How to know if a Recruiter is any good? I have been thinking about this question ever since Tim Sackett published his post on an experienced recruiter candidate who had an aberrantly small LinkedIn network. Got me thinking - how small is too small? Lets face it, it WOULD arouse suspicion to see a recruiter candidate without a LinkedIn profile (they do exist!) so it got me thinking about how do we background check when hiring for other recruiters - is there a best way to do it? - Relevance of LinkedIn - How valid is social media behaviour? - Can presence / or lack thereof, say something about the style of recruiter you are getting? - What other signals can we use, as we obviously cannot trust self reporting? - Would you conduct your own back-channel references? Is this even legal to do? - What sorts of questions would you ask a referee, in order to get a good idea as what kind of colleague you are getting? - Can we create a list of questions to ask referees? All this and more with Tim Sackett, President (HRU Technical Resources), Ed Han, Senior Recruiter (Cenlar FSB) & Erin Mathew, Senior Sourcer Ep159 is sponsored by our buddies HiPeople HiPeople keeps your hiring data-driven, on point, and on time. Unlock your team’s best hiring capabilities and improve your quality of hire with rich talent insights on your candidates. Know who to hire before you hire, discover how they work, and build the foundations for long-term success. With a focus on assessments, reference checks, candidate experience, and quality of hire, HiPeople makes it fast and delightful for teams to make better hiring decisions. Book a demo and learn how HiPeople can help your organization hire the right people faster.

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“What did the council decide on item 42?” — answered with the speaker and the moment.

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