Recruiters are the architects of success, crafting the foundation of a company’s future with every recruiting decision they make. Being a great recruiter takes more than just finding the right candidate for the job – it’s also about being a people person and knowing how to put your candidates at ease. After all, if a candidate feels like they can’t be themselves during an interview, they’re not likely to be very open to the idea of working with you. So what makes a great recruiter?
A great recruiter is someone who is genuinely interested in people. They’re the type of person who is always asking questions and trying to get to know more about the people they meet. They’re also good listeners, and they know how to read body language and pick up on nonverbal cues. This allows them to really connect with their candidates and understand what makes them tick. Additionally, great recruiters are natural salespeople. They know how to sell the company they’re recruiting for, and they’re also good at selling themselves. They’re confident without being pushy, and they know how to close the deal without being too pushy or aggressive. Finally, great recruiters are detail-oriented. They know how to follow up with their candidates, keep track of paperwork, and stay organized throughout the entire process.
Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do.
Here are 15 fundamentals that can help to up your game for being a great recruiter.
1. Motivation
The importance of motivation for recruiters cannot be overstated. A motivated recruiter is more likely to be effective in their job and produce better results. Additionally, a motivated recruiter is more likely to stay with their company and be less likely to look for another job. Finally, a motivated recruiter is more likely to be a good team player and contribute to the overall success of the company. Given all of these advantages, it is clear that motivation is essential for recruiters. The question then becomes how to best motivate recruiters. While there is no one-size-fits-all answer to this question, there are some general principles that can guide companies in motivating their recruiters. First, it is important to provide clear goals and expectations. Second, it is important to provide feedback and recognition on a regular basis. Finally, it is important to create a work environment that is conducive to motivation. By following these principles, companies can create an environment in which their recruiters are motivated to do their best work.
Learn about, Attracting Top Talent Through Competitive, Fact-Based Job Offers
2. Relationship Management
Any successful recruiter knows that building and maintaining relationships is key to success in the industry. Whether you’re working with clients or candidates, nurturing your relationships is essential to keeping your business running smoothly. Here are a few tips to help you manage your relationships effectively:
Be responsive. When someone reaches out to you, whether it’s a client with a job opening or a candidate with a question, make sure you respond in a timely manner. Nothing frustrates people more than being ignored, so promptness is key.
Be genuine. People can tell when you’re being fake, so it’s important to be honest and authentic in all your interactions. No one wants to work with someone they can’t trust, so make sure you’re always coming from a place of authenticity.
Be helpful. Whether you’re providing information or offering advice, make sure you’re actually helping the other person. Nobody wants to feel like they’re being patronized or taken advantage of, so make sure your help is genuine and well-intentioned.
If you follow these tips, you’ll be on your way to managing your relationships effectively and ensuring long-term success as a recruiter.
3. Intake sessions
As a recruiter, one of your most important tasks is to meet with potential clients and get an understanding of their needs. This can be a daunting task, but with a few tips, you can make sure that your intake sessions are productive and informative.
First, be prepared. Make sure you have all of the necessary information about the company and the position they are looking to fill. This will help you ask the right questions and get a clear understanding of what they are looking for.
Next, be engaging. This is not the time to sit back and take notes. Instead, ask questions and get involved in the conversation. Show that you are interested in helping them find the right candidate for the job.
Finally, be professional. This is a business meeting, so make sure you dress and act accordingly. Remember that first impressions are important, so take the time to make a good one.
By following these tips, you can ensure that your intake sessions are successful and informative. With a little preparation and effort, you can build strong relationships with potential clients and help them find the candidates they need.
4. Domain Knowledge
As a recruiter, it’s important to have a deep understanding of the industry or industries you’re recruiting for. This domain knowledge is essential in order to identify the most qualified candidates and match them with the right positions. Furthermore, recruiters need to be able to effectively sell the company and the opportunity to potential candidates. In order to do this, you must be able to articulate what makes the company unique and why someone should want to work there. Domain knowledge is also critical for understanding the trends and challenges that your industry is facing. This enables you to identify potential areas of concern and develop strategies for addressing them. Overall, domain knowledge is essential for any recruiter who wants to be successful in today’s competitive marketplace.
5. Recruitment Marketing
As a recruiter, you know that the competition for top talent is fierce. To win the war for talent, you need to think like a marketing pro. That’s where recruitment marketing comes in. Recruitment marketing is all about using advertising and promotion to attract potential candidates to your company. By creating an engaging brand and disseminating targeted messages, you can reach the right candidates and persuade them to apply for your open positions. But recruitment marketing is more than just placing ads; it’s also about building relationships with potential candidates. Through social media, email campaigns, and other outreach initiatives, you can stay top of mind with talented individuals who may one day become your next hires. So if you’re looking to step up your recruiting game, start thinking like a marketer. With recruitment marketing, you can attract the best and the brightest to your company.
Learn about marketing strategy, #1 key to success for any business including recruitment.
6. Personal Recruitment Brand
In today’s competitive job market, recruiters need to stand out from the pack. One way to do this is by developing a personal recruitment brand. What is a personal recruitment brand? It’s basically your professional identity – who you are as a recruiter, and what makes you unique.Think of it like a resume on steroids. In addition to listing your qualifications and experience, your personal recruitment brand should highlight your strengths and USP (unique selling proposition). It should be memorable, positive, and show off your personality.Most importantly, your personal recruitment brand should be authentic. Be yourself, and let your unique voice shine through. After all, that’s what will make you stand out from the rest.Creating a personal recruitment brand may seem like a lot of work, but it’s worth it in the long run. By investing time in developing your brand, you’ll make yourself more attractive to potential clients and employers – and ultimately land the jobs you really want.
7. Sourcing
As a recruiter, sourcing is one of the most important skills you can develop. After all, without talent, there would be no need for recruiters! While there are many ways to source candidates, the best recruiters know how to use a variety of tools and techniques to find the most qualified candidates for each role.
One of the most important things to remember when sourcing is that not every candidate will be active on job boards or social media. In fact, many of the best candidates may not be actively looking for a new job at all. As a result, it’s important to cast a wide net and use a variety of methods to reach out to potential candidates. Traditional methods like cold-calling and personal networking are still effective, but don’t forget about newer methods like using LinkedIn InMails or Twitter DMs. The key is to be creative and think outside the box when it comes to sourcing.
At the end of the day, recruiting is all about finding the right people for the right roles. By developing your sourcing skills, you’ll be well on your way to becoming a top recruiter.
8. The art of Cold Calling
Cold calling can be a tough gig, especially for recruiters who are often tasked with finding the needle in the haystack. But when done right, cold calling can be an extremely effective way to reach potential candidates. Here are a few tips to help you master the art of cold calling for recruiters:
Do your homework
Before making any calls, take the time to research your target audience. This will help you customize your message and increase your chances of getting a positive response.
Make a good first impression
Your opener is crucial – make sure it’s engaging and succinct. You want to capture the person’s attention from the start and give them a reason to stay on the line.
Be prepared
Have a script handy, but don’t sound like you’re reading from one. Be natural and conversational, and be ready to answer any questions the person may have.
Keep it focused
Don’t try to sell the person on the job or the company right off the bat. Instead, focus on why you’re calling and what you hope to achieve from the conversation. If you can generate some interest, you can always follow up with more information later.
Leverage online platforms like social media and email marketing to attract and convert candidates online.
9. Candidate Engagement & Habits
Any successful recruiter knows that candidate engagement is key to making a good hire. But what does candidate engagement really mean? Simply put, it means making sure that your candidates are invested in the process and excited about the opportunity. Here are a few ways to do that:
Be responsive
Whether it’s a phone call, email, or text, make sure you respond to your candidates in a timely manner. Nothing kills excitement faster than feeling like you’re being ignored.
Be communicative
Keep your candidates in the loop throughout the process and let them know what to expect next. No one likes surprises, especially when it comes to job interviews.
Be genuine
Be yourself and let your candidates see who you really are. If they can relate to you and feel like you have their best interests at heart, they’ll be more likely to stay engaged in the process.
Candidate engagement is essential to making a good hire, so make sure you keep these tips in mind during your next recruiting campaign!
10. Interviewing & Selecting Candidates
As a recruiter, one of your most important duties is to interview and select candidates for open positions. This can be a daunting task, especially if you’re not sure what to look for in a candidate. However, there are a few key things that all great candidates have in common. First and foremost, they are passionate about their work. They also have the ability to think critically and solve problems quickly. Finally, they possess strong communication skills and the ability to build relationships. By keeping these qualities in mind, you can be sure to find the best candidates for any position.
11. Fast Hiring Process
As a recruiter, you know that finding the right candidate can be a time-consuming process. But what if there was a way to speed up the hiring process? Luckily, there are a few simple steps you can take to help you find the best candidates faster.
First, take the time to clearly define the skills and experience you are looking for in a candidate. This will help you narrow your search and make it easier to identify qualified candidates. Second, use technology to your advantage by utilizing online job boards and social media. This will help you reach a wider pool of potential candidates. Finally, don’t be afraid to ask for help from your network, colleagues, friends, and family can be a great source of referrals. By following these simple tips, you can streamline your hiring process and find the best candidates in no time.
Here is a guide to remote recruiting for top talent for remote roles.
12. Closing Candidates
As any recruiter knows, the job market is a competitive landscape. Candidates are in high demand, and the best ones often receive multiple offers. As a result, it can be difficult to close candidates – especially when they have already received an offer from another company. However, there are a few things that recruiters can do to increase their chances of success. First, it’s important to be upfront about salary and benefits. Candidates appreciate honesty, and they’re more likely to accept an offer if they know what to expect. Second, recruiters should emphasize the company’s culture and values. Candidates want to work for a company that aligns with their personal beliefs. Finally, recruiters should try to personalize the offer as much as possible. Candidates are more likely to accept an offer that is tailored to their individual needs and interests. With these tips in mind, recruiters can improve their chances of closing candidates and filling open positions.
13. The Client & Candidate Experience
At its heart, recruiting is all about relationships. Anyone who’s ever been on a first date knows that first impressions are everything, and the same is true in the world of recruiting. The client experience begins the moment a potential customer expresses interest in your company’s products or services. As the old saying goes, you only get one chance to make a first impression, so it’s important to make sure that your website, sales collateral, and even your voicemail message are all up to snuff.
The candidate experience begins with the job posting itself. In order to attract top talent, you need to make sure that your job descriptions are clear, concise, and accurate. You also need to ensure that your application process is as streamlined as possible. There’s nothing worse than losing a great candidate because your online form wouldn’t let them upload their resume. Finally, once you’ve extended an offer, it’s important to stay in touch with your candidate throughout the onboarding process to ensure that they’re settling in and getting acclimated to their new role.
By paying attention to both the client and candidate experience, you can set yourself apart from the competition and build strong relationships that will last for years to come.
14. Data Driven Results
As a recruiter, it’s important to be data driven in your approach to sourcing and hiring candidates. After all, the more data you have, the better you’ll be able to make decisions about who to hire. However, data alone isn’t enough. You also need to know how to interpret the data and use it to your advantage. For example, let’s say you’re looking at two candidate’s resumes. One has a wealth of experience in the exact same field as the job you’re hiring for. The other has less experience, but their skills and qualifications are a perfect match for the job. Which one would you hire? The answer may not be immediately clear, but by looking at the data and making an informed decision, you can improve your chances of making the right hire. In today’s competitive market, data driven results are essential for recruiters. By using data to your advantage, you can find the best candidates and build a strong team.
15. Never Stop Learning
As a recruiter, it’s important to never stop learning. The world of recruiting is always changing, and you need to be able to change with it. There are always new companies popping up, new technologies to learn about, and new ways to find the best candidates. If you’re not constantly learning, you’ll quickly fall behind.
Fortunately, there are plenty of ways to keep learning as a recruiter. You can attend industry conferences, read recruitment blogs, and listen to podcasts. You can also network with other recruiters and ask them for advice. By taking advantage of these resources, you can make sure that you’re always up-to-date on the latest recruiting trends.
So if you’re looking to stay ahead of the curve, never stop learning. It’s the only way to keep your recruitment skills sharp.
If you’re looking for a staffing partner that will help you find the best talent in the industry, look no further than Entrustech. We have a team of seasoned experts who are dedicated to finding the perfect fit for your company and your culture. Connect with us today to learn more about how we can help you take your recruiting efforts to the next level.