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Part - V

• Providing a briefing so that all those who are conducting interviews are synched up and moving your efforts forward.

• Thinking about some advanced interviewing strategies after the initial screening interviews (on campus or otherwise). These include assigning interviewers to assess different subsets of skills so you can gain a broader perspective on the candidates.

• Designing team or other simulations so you can see your finalists in action, interacting with others (handling a crisis or change, a leadership challenge, creativity case, a prepared assignment, etc.). Make sure you also give an authentic picture of what it's like to work with you so that they have the information they need to make an informed decision during such simulations.

4. Think relationships, not transactions. In having had the good fortune to work with and advise many incredible recruiters, I have come to understand that recruiting is about relationships, not transactions. The best recruiters go about building relationships with people, one person at a time. They do this broadly - with student leaders, administrators (career management center staff), faculty, and deans. Communication should be open and consistent with a long-term view of any relationship (realizing there will be ups and downs, issues to be worked through, and shared successes) as well as appreciation for each others' roles.

The best recruiters - no matter the balance of power in the relationship - also honor the golden rule with candidates: They care about how they treat those who they reject as well as those who they make job offers to.

5. Enlist an A-team. This is not a time to be modest or low key. Nor is it the time to call on those who have the most time for recruiting just because they're not so busy right now. Instead, call on your best role models, those who are excited about their work and the organization, compelling representatives who can stand for who you are and what your organization is about. Putting together a group with a diverse set of backgrounds and perspectives is most desirable. Also, this is not about calling on the impressive titles. What it is about is bringing together recruiters who are passionate about what they are doing and have a natural ability to engage others. Find the people who are committed to your organization and can show that commitment.

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* Sherrie Gong Taguchi was the VP of Univ. for Recruiting at Bank of America and director of Corp. HR responsible for staffing, exec. dev., and reorganizations at Dole Packaged Foods and Mervyn's Deptt Stores. She has also served as the asstt dean at the Stanford Graduate School of Business where she headed the Career Mgmt Center and Mgmt Communication Program. Her two popular books - Hiring the Best and Brightest & The Ultimate Guide to Getting the Career You Want and What to Do Once You Have - are helping thousands of job seekers and career changers worldwide - whether just out of school or at the executive level.