Top 4 Daily Recruiting Priorities from a Former Google Recruiter

Top 4 Daily Recruiting Priorities from a Former Google Recruiter

Former Google recruiter Nolan Church said he will always consider people who apply directly for a job.
Courtesy of Nolan Church; Isabel Fernandez-Pujol / BI

  • Nolan Church has worked as a recruiter for Google and DoorDash.
  • He said the monthly reviews help him plan how to best manage his time as an employer.
  • Church said he has always taken the time to train hiring managers to hire independently.
  • This article “Talent Insider,” a series featuring expert advice to help business owners tackle a variety of hiring challenges.

This essay is based on a conversation with Nolan Church, a 35-year-old former recruiter for Google and Doordash from Salt Lake City, Utah. Edited for length and clarity.

Before starting Continuum, a talent marketplace for managers, I worked as a recruiter at Google. I also managed the recruiting team at DoorDash. I’ve seen firsthand how layoffs have hit recruiting teams hard, forcing recruiters to take on additional tasks. They have busy calendars and their priorities are constantly adjusting to business needs.

To combat this, when I worked as a recruiter, I would have a monthly review with my CEO. At that meeting, we would share my top priorities so that I knew where to focus my attention, time, and attention.

These monthly reviews have greatly influenced how I manage my time. How I managed my daily tasks and made time for my priorities.

1. Review incoming customers first

As a recruiter, my day-to-day work seemed to involve sourcing and pipeline candidates, staying aligned with company direction, and coaching hiring managers on interviewing and hiring.

Usually, I would start by reviewing incoming clients – direct job applicants. I always felt it was important to respond to them immediately because those applicants were likely considering other job options.

2. Block time for outgoing source

After recruiting and hiring talent, I learned that juggling work tasks is not easy. After reviewing the incoming talent, I would take the time to outsource – looking for people who are not interested in the role but would be a perfect fit. I have always used LinkedIn and Indeed for this task.

3. Talk to new hires

Then I would talk to the new hires, ask for feedback on the interview process, and ask if they have any friends who are also looking for a job.

At DoorDash, we’ve held parties for our new hires where we’ll showcase our open roles and ask if they know anyone who might be interested in joining our company. Often they did, and these referrals were known to speed up our hiring process.

4. Train hiring managers

Finally, and most importantly, I would take the time to teach the hiring managers at our company how to independently recruit and fish for candidates.

I would do this by creating a presentation for hiring managers, instructing them on how to pitch and interview candidates themselves. I would do these presentations every month to make sure everyone knew how to do it effectively; it was a game changer.

It is important to work as a team

As a recruiter, I’ve learned the fastest way to regain control when I feel overwhelmed is to teach others how to get the job done. Then, of course, I reminded them that we were on the same team and that I was still there to support them.

I know it’s a tough market right now, a lot to juggle and constantly moving goalposts. To perform well in this role, expectations must be clear and priorities set, and teamwork is critical to success and time management.

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