Recruitment is all about using facts and information to find the perfect candidate for a specific job. Consider this quote from Julio Olalla, “Wisdom is a love affair with questions. Knowledge is a love affair with answers.” This statement perfectly sums up what makes a recruiter truly effective: the blend of seeking (wisdom) and finding (knowledge).

Wisdom’s Role in Recruitment

For recruitment to be successful, you must first have the wisdom of asking the right questions. By doing this, you’ll then have the knowledge to make the right and educated decisions. Take, for instance, our Applying Home Buying Approaches to Recruitment blog. Here, you’ll read about how our home-buying journey was centered around asking the right questions. It’s just the same in recruitment, where wisdom is the result of curiosity pushing us to reach a higher level of thinking and understanding. 

It’s about going beyond the resume, the job description and the position requirements. When we asked our friend for a new realtor, it wasn’t just about finding someone with a list of properties – it was about finding someone who listened, understood our unique situation and was willing to ask us what we truly needed, not just what was on our checklist.

In recruitment, this wisdom translates to understanding the cultural fit, the unspoken aspirations of a candidate and the vision of the company. It’s about asking questions that reveal not just competencies but also character, motivation and potential. This process is not about filling a position. Instead, it’s about building a future, much like choosing a home where you will build your life.

The Role of Knowledge in Recruitment

On the flip side, the answers we find result in the knowledge we hold. Similarly, in recruitment, each answer to our well-crafted questions brings clarity and direction. These answers act as our guiding light to finding the best match between a candidate and a company. 

How These Roles Work Together

The true magic of recruitment unfolds when wisdom and knowledge intertwine seamlessly. It’s about asking the right questions to unearth profound insights and using these insights to steer our decisions. This delicate balance ensures that we aren’t just filling positions, but we’re forging meaningful connections and shaping futures.

During the recruitment process, we keep Julio Olalla’s words in mind. The questions that we ask grant us wisdom. While the answers that we receive grant us knowledge. With these two aspects of the recruitment process, we are given the necessary tools to align the right individuals with the right roles. Together, we use wisdom and knowledge to help businesses grow and take advantage of more exciting opportunities without having to compromise.

SITECH Louisiana, a certified Trimble dealership providing construction technology, drone solutions and consulting and support services, needed recruitment solutions to attract top-tier sales talent for their consultative sales approach.

The Challenge

Dedicated to delivering exceptional service, SITECH Louisiana has earned the trust of construction contractors across the state as their partner in building a better Louisiana. On a mission to expand its sales team, SITECH Louisiana needed qualified candidates who aligned with its company culture and could provide high-quality consultative solutions tailored to construction contractors’ needs. To source culturally and professionally fit candidates, SITECH Louisiana partnered with CEG Recruiting for tailored solutions and comprehensive service.

The Solution

To effectively address SITECH Louisiana’s challenges and needs, CEG gained a comprehensive understanding of the business’s culture, goals and pains, as well as the specific requirements and skills needed for the positions. Using this information, CEG sourced behaviorally qualified candidates in the market space who were not only technically qualified for the position but also aligned with SITECH Louisiana’s company culture.

Once CEG sourced qualified candidates, it combined its proven screening practices with SITECH’s unique recruitment process to provide a white-glove, tailored approach. Through this in-depth screening process and thorough understanding of SITECH Louisiana’s needs and goals, as well as the characteristics and skills of its ideal candidates, CEG acted as a seamless extension of the company and narrowed the recruitment funnel. This approach streamlined the recruitment process, pinpointing the most qualified candidates poised to elevate and strengthen SITECH Louisiana’s sales team.

By taking these quality control measures, CEG ensured candidates were not only technically qualified for the position but also aligned with the company’s values and culture before connecting them to SITECH Louisiana.

The Results

Of the candidates sourced by CEG, 70% were interviewed, and 25% were hired.

We needed great people who were coachable, humble and fit the high standards we set for ourselves, and CEG understood those needs,” said Jay Thompson, CEO of SITECH Louisiana.

CEG’s personalized approach allowed SITECH Louisiana to hire smarter with a more effective recruiting process, connecting the business with top-tier candidates who align with its culture and values uniquely qualified to grow and enhance its sales team.

“Working with CEG has not only allowed us to grow our team but also strengthen the quality and culture of our business as a whole,” Thompson said.