Why We Love 7 Tips That Makes A Good Talent Recruiter (And You Should, Too!)
What makes a good talent recruiter?
Better yet, how about we address this question from the standpoint of what attributes constitute a good recruiter? Good recruiters aren't only good at what they do on a daily basis. They ensure that their organization continues to attract and retain good employees. Recruiters don't need to have a background in human resources. They should have a strong understanding of the industry and its job requirements. They must also be excellent communicators, have a knack for sales, be good at multi-tasking, and be able to clearly explain the company's goals to job seekers.
What are the responsibilities of a recruiter?
Before understanding what a recruiter's responsibilities are, it's important to grasp what a successful talent recruiter does. A good recruiter is people-focused. They must enjoy helping others find new jobs. They should also be detail-oriented, organized, and self-motivated. A successful recruiter must be able to work under pressure, meet tight deadlines, and work independently, with little supervision.
In order to succeed as a recruiter, what skills are needed? Recruiters must possess excellent interpersonal skills and know-how to communicate effectively with their clients, candidates, and hiring managers. They should also be able to build relationships quickly in order to close deals with prospective employees or new hires. Strong knowledge of the industry is essential, as well as an understanding of what it takes for clients and candidates to succeed in their jobs.
Here are 7 tips that make a good recruiter.
Relationship Builder
It's important for recruiters to develop a rapport with the job seekers they interview, because they have to turn down more people than they hire. Sending rejection letters post-interview should be routine. It's important for recruiters to build genuine relationships as well as personalize their messages, even if they're turning people down.
A good recruiter will remember subtle details from their meetings with rejected applicants and use them to add a personal touch to their messages. They'll highlight applicants' strengths and suggest other jobs they might be suitable for besides the one they applied for. Furthermore, they'll stay in touch for future openings.
Forward Thinking
Instead of waiting for an active job opening to start looking for candidates, recruiters who add value to their company build pipelines and stay in touch with previous applicants. They reach out to passive candidates and create a strong network.
They are not afraid to look for new candidates in unexpected places, and they know where to look for experienced candidates like GitHub for developers. Using social media for recruiting, they are not afraid to explore and benefit. If they notice a department expanding, they collaborate with managers to forecast their hiring needs.
They attend human resources events to remain up-to-date with talent acquisition trends. Human resources is everything about growth—for employees and companies alike—and also a great employer keeps that in mind.
Hiring Manager Advisors
Recruiters sometimes find themselves in the difficult position of reconciling the interests of hiring managers with those of the organization. These discrepancies must be addressed, and the recruiter must find a way to balance the two.
Although candidate experience is frequently a topic of conversation, hiring manager experience is just as crucial. Remember that hiring managers may not be familiar with the complete hiring process and may lack the time or knowledge to comprehend all the nuances. A good recruiter is a competent communicator who can deliver the information and advisory support to guide the hiring manager in selection and compliance.
Great recruiters use their expertise to identify subtle signs that might signal a future toxic employee or one who may not be the right cultural fit, which hiring managers might have difficulty seeing for themselves.
A good recruiter should also try to comprehend how each manager thinks. Recruiters should conduct in-depth screening interviews and guarantee that there will be no crucial deal-breakers afterwards, so that hiring managers can choose among a few excellent candidates.
Keep an open mind
An excellent recruiter doesn't base their decision on an applicant's CV/resume or job title. However, does this mean that poorly structured resumes mean poor job performance?
Recruiters should search for evidence that job candidates' skills match their job requirements, confirm compensation expectations, identify competencies, rather than rejecting them based on what is or isn’t on the resume. It is up to recruiters to dig deeper and verify that applicants’ abilities align with the job requirements.
During the hiring process, recruiters may probe, request specific information, or assign tasks to see how their candidates handle job responsibilities. More than just looking for people with certain skills, great recruiters value diversity over any other trait. Diversity brings diverse ideas, practices, and often helps spawn innovation and a good recruiter can identify top talent to help organizations identify talent to drive towards results.
Social Connection
In order to better understand and connect with people, you must put yourself in their shoes. An effective recruiter must really delve into hiring managers' needs in order to understand candidate requirements. When hiring managers receive five near-perfect resumes rather than 50 that don't meet their requirements, they are happier.
Recruiters should consider the perspective of the people they want to hire in order to entice great people. They must grasp what individual’s value and what the company can offer them. It is difficult to get a true pulse of the candidate's thoughts and intentions when recruiters attempt to control the conversation by overselling placements and stressing how great their office is.
Good recruiters should go beyond reading a job description or getting a list of desirable skills from the hiring manager to thoroughly examine each role they recruit for in order to stand out.
It's unnecessary for great recruiters to become experts in Python to recruit web programmers. A micro eLearning course, or YouTube educational video could help them gain a better understanding of what programmers do and what additional qualities they should look for.
Is Fluid
What does a good talent recruiter do? Well, there are some core daily tasks that a recruiter does at work that are consistent in many recruiter job descriptions. The truth is, recruiters interact with so many people in so many industries, occupations, levels, and nationalities every day that it is impossible to capture 100% a full picture of their day.
A great recruiter should be knowledgeable about marketing strategies in order to write and post enticing job ads. If they are sharing information about job openings or client opportunities, they should provide helpful information that highlights the employer's brand, job, department, team, benefits, and perks. A good recruiter can assist job seekers by giving them insight into both the hiring and offer process as well as allowing them to match their skills to occupations.
The most important thing they need to do is to be a team player and a good collaborator. or and recruiting are integral parts of the talent acquisition process within a company, and they are not siloed from other aspects of human resources or company operations. How can they determine which type of employee would be appropriate if they do not interact with their colleagues?
Finding the right employees isn't a simple task, and it requires a lot of effort and creativity. A company’s recruiting process should be customized to meet its unique requirements.
Ambassador
A recruiter plays a significant role in establishing a positive candidate experience as an extension of the employer's brand. A recruiter's function as a company ambassador during the recruiting process from the attraction to the offer acceptance. Whether you're an employer, a new recruiter, or experienced in your field, it's important to understand how to create a positive candidate experience from start to finish.
By ensuring a positive candidate experience, employers and recruiters can avoid negatively affecting their employer brand through social media and hiring platforms, such as Glassdoor, where employees can provide reviews of their employment. Candidates view your company culture through the way you treat job applicants. When recruiters cancel interviews at the last minute, candidates are likely to think you are disorganized.
By being rude or not responding promptly, your organization may send the message that it doesn't care about its employees. When recruiters acknowledge a candidates' time and skills during the entire hiring process, this shows that your company values and respects its employees.
Wrap Up
What does a talent recruiter do? We outlined seven key traits of a competent recruiter who has mastered the fundamentals and more. If they are not familiar with labor law, they may ask illegal job interview questions. If they say the incorrect things in their emails to candidates, they may totally ruin the recruiting process at their firm.
To increase productivity, a good recruiter employs a variety of interviewing techniques. Recruiters must be respectful and professional while interacting with prospects in order to build trust with them. It’s true that “you only get one chance to make a good first impression,” and if you or your employer wish to reach out to these individuals in the future, they will remember how you treated them in the past.
The recruiting and staffing division of Accendi Group can help you find, engage, and hire the right person for the right job at the right time. When you require temporary, contract, direct hire, executive search or RPO services, our firm has a proven track record of locating top talent.
See how Accendi Group can assist your organization in navigating an increasingly competitive job market by looking into our recruiting services.
This article was written by Managing Partner, Fawn Hentrel.