5 Critical ‘to do things’ to become a Successful Recruiter

Recruitment has always been serious business…more so now when human resource has become the single most important differentiation for a company. A recruiter has the unenviable task of not only hiring the right skills but also ensure that the new hires are a fit into the company’s vision, mission, values and culture. If a recruiter does this or her job well then the company can continuously attract and keep good people.

Worldwide there is a mismatch between demand and supply of quality talent. This has made the job of recruiters even more challenging. Recruiters are effectively the brand ambassadors for the company and need to leave right impression on the potential hires about the company.The modern age recruiters need to passionate and driven to stand out in the fiercely competitive market.  They should strive to help their companies hire top talent as and when needed. However to be able to hire the right talent on demand  requires the recruiters to have a long term strategy and plan.  To consistently do well in this market a recruiter needs to focus on the following:

Know your Company

As recruiters you are out there marketing your company to potential hires. To do an impactful job you need to know the ins and outs of your company, You should be completely hands on with the company mission, vision, values etc. You should also be crystal clear about the Employment and HR policies of the company and how these are designed to foster employee growth and satisfaction on the job. Candidates have a vision in their mind about the level of responsibility, salary and culture they expect from their desired job.  This will help you better convince potential hires about the prospects with your company.

You ought to be aware of the company leadership teams and their management styles as the candidate will have to work with while of the job. If you know your organisation well, it also helps you look for the right skills and attributes in the candidates. Such an approach will lead to lesser number of bad hires and lesser attrition rates. Keep past statistics (about bad hires, fires & attrition) handy and benchmark your performance against these as well as external metrics.

Network with both internal & external stakeholders

Your success will depend to a large extent on your ability to foster relationships and maintain meaningful connections both inside as well as outside the organisation. This is a long term process and needs active nurturing at your end. Your focus here should be on developing and maintain productive and meaningful engagements with key stakeholders. Your most important internal stakeholders are the hiring managers. More often than not your hiring managers will have expectations and budget which would be extremely difficult to cater to. It’s therefore important to manage a healthy two way communication channel with the hiring managers. A robust and effective communication channel will help you in setting the right expectations upfront so that there are no last minute surprises and candidate rejects.

To be able to successfully build the network you ought to work on your soft skills like listening, communication, confidence etc.  Active listening is the most important skills for a recruiter. It will help you better understand the stakeholder’s expectation and thus manage them better.

Embrace Technology

Traditional approaches and methods of recruiting are proving ineffective with the changing dynamics. You need to become open to using technology to not only enhance your reach but also as part of your candidate evaluation process. Access to technology platforms and social media (Tweeter, Facebook, LinkedIn etc.)  can help you in evaluating a candidate from many angles. It helps you go beyond the candidate’s resume and substantiate it better using his or her overall digital activity footprint.

By using new technologies like AI/ML enabled sourcing and matching, candidate screening, Interviewing scheduling, etc can help you save valuable time and seriously cut down “Time-to-fill” .  Hiring managers will often have tight timelines and no amount of time management skills can help you meet the deadlines. Therefore, it’s important for you to make a case for better tech enablement so to make the process faster and qualitatively better .

There are a slew of tech solutions/platforms which can add serious value to your hiring process. Solutions like Workable, Hired, Harver, Selectable, Belong  etc. are focused on solving one or the other pain points of the hiring process. You should add a few of these platforms in your process and see if they can help improve results for you.

Stay Ahead of the Curve

The recruitment landscape is changing very fast. Even as one was settling down with managing expectations of the millennial we have GenZ knocking at the door. These aspiring young people have completely different aspirations and role expectations from what their previous generations had.  Recruiters need to quickly develop understanding about how to engage with their expectations and aspirations to be able to effectively engage with them.

With technology acquiring dominance across domains, many of the HR relations are undergoing paradigm shifts. Large sections of the employer-employee relations are becoming transactional and result driven.

Modern day recruiters need to have their ear on these fast changing dynamics to be able to cope with the changing expectations from their role. To deliver outstanding outcomes in this fast changing environment you need to keep abreast with both macro and micro changes taking place in the corporate world in general and in the recruitment ecosystem in particular.

Recruitment is marketing

Its time you started looking as a marketing function and candidates as your customers. As recruiters you need to provide a world class experience to all the candidates with whom you engage for an open position, You should strive to pay appropriate attention to each applicant and ensure proactive communication on developments on their candidature. Candidates who do not get selected need special attention. Not only should you give them constructive and objective feedback but also keep the communication channel open for future engagement. Candidates who do not selected are the ones who are going to talk about their experience about the professionalism shown by the team and transparency of the recruitment process.  If they have had a pleasant experience, then that will go a long way in enhancing the reputation of the organisation in the eyes of potential candidates.

Recruiting is tough, but successful recruiters know what it takes to succeed. There are no instant results here and you need to grow on the job. Being a great recruiter comes down to understanding the nuances of hiring and doing the right things consistently over a long period of time.

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