How to Know Your New Hires & Why It's Important

A post on LinkedIn caught my attention today and it brought back a funny work-related memory from many years ago.  It was funny because I knew the person and had highly recommended this person for employment, and while we got a chuckle out of the situation, it should've also been a red-flag about my employer at the time.

The aforementioned person received a Box of Meat from a very popular Boxed Meat Company for their "Welcome to the Team" gift, an interesting gift for a vegetarian....  No one had thought to ask if this Welcome to the Team gift was appropriate.  (I was not aware of the situation or I would've said something and come to think of it, I hadn't even gotten a welcome gift when I was hired, but I digress)

When interviewing people for your team, it is essential to take the time to ask the right questions and learn more about who they are as a person.  Obviously "Do you eat meat?" isn't an appropriate interview question, but spending time chatting about what they're passionate about outside the workplace, what hobbies they may have or what their favorite past-times are will provide valuable insight.

Getting to know the person you are hiring on more than just a "do they have the experience to do this job" level not only helps to determine team-fit, it also gives clues as a Manager on how you can continue to develop the relationship. (Like sending an appropriate Welcome gift)

Good staffing practices go far beyond the interview process. Knowing your team members as individuals gives a manager the ability to show appreciation specific to each person.  Growing a team isn't a "one size fits all" endeavor.  The more your team members feel seen and appreciated, the more dedicated they will be, which should result in lower turnover, and turnover is expensive!

The best managers, and the best companies to work for, are the ones who take an interest in all their employees and take the time to show appreciation to everyone on their team - regardless of what that employee's responsibilities are.

So the next time you're going to welcome someone to the team, or show appreciation to a team member, take a moment to think about who they are as an individual. The smallest thoughtful gesture can leave a lasting impression, while a generic one can unintentionally send the opposite message. People want to feel valued, not just employed, and the managers and companies who understand that are the ones who build the strongest, most loyal teams.
 

How does it feel to be a Recruiter?

For over a quarter century, I’ve been a professional recruiter. Most days, that’s tough for me to fathom. There are times when I feel like, after all these years, I’ve seen it all—and yet I still find myself surprised by things I never expected.

Certain aspects of the job have definitely changed. There are fake recruiters and recruitment scams now, and AI is taking over in some areas of the recruitment process. We’ve transitioned from physical, paper resumes, faxes, and in-person interviews to digital resumes and video interviewing. I’ve watched the title evolve over the years from “headhunter” to “recruiter” to “talent acquisition,” but the core responsibility has remained the same: find the right person to fill the job opening.

I chose to make recruitment my career because I truly love it—the challenge of finding the ideal candidate, the thrill of placing someone in a role that matches their career goals, and the satisfaction of helping build a team. Of course, it’s more nuanced than that, but the overall objective is always to fill open roles with the best possible talent. I never had the desire to move into management or take my career in a different direction, even after all these years.

It’s interesting how people outside the industry view recruiters. There are people I’ve hired over the years who still stay in touch, many of them thanking me repeatedly for “finding them” or “getting them the job.” (I never got anyone a job—they did that themselves. Finding them? Maybe. But actually landing the job—that was 100% their win.) I’ve watched people I placed in entry-level positions eventually become C-level executives. And I’ve had others completely ghost me the moment they signed on the dotted line, not even responding to post-hire check-ins—perhaps assuming I was “just the recruiter” and somehow beneath their station.

After all this time, what stands out most is the human element. Trends, tools, and titles will continue to evolve, but at its core, recruitment is still about people—understanding them, advocating for them, and connecting them with opportunities that can change the course of their lives. That’s what has kept me here for over 25 years, and it’s what continues to make this work meaningful, even when it surprises me.