Recruiting the best candidates is the core of every staffing and recruiting company. In order to ensure the quality of candidates your team is engaging, it is important not to overlook the value of a good recruiter.
Recruiting the best candidates is the core of every staffing and recruiting company. In order to ensure the quality of candidates your team is engaging, it is important not to overlook the value of a good recruiter. Only through hiring the best recruiters can your company maximize the influx of high quality candidates and loyal customers.
The best recruiters each bring unique characteristics to the table, but there are several distinct similarities among top performers. Some of the shared talents include:
When looking for the best recruiter for your company, it is important to take each one of these characteristics into account. However, this list is merely the minimum number of requirements. Start by finding out if your recruiting candidates have these talents. Below are several techniques to help you in the exploration process.
The first question you should ask a candidate is to describe his or her sales mentality. The answer to this question is critical because recruiters are forced to deal with a sales-like atmosphere daily. You should look for candidates to answer this question by discussing his or her past experience in sales and why he or she was successful. Also, you can see a person's sales mentality if they reference past experiences with customers. Because recruiting is a very people-oriented process, understanding how a person has interacted with customers in the past will be a good indication if they will be a great recruiter. Along the same lines, the best recruiters are determined and persistent. Every sales person knows that never giving up on a sale is the nature of the job. The best recruiters will be unrelenting when searching for the most quality candidates for your customers. Another trait needed for the sales portion of a recruitment position is a high level of enthusiasm. Often times, enthusiasm can be contagious and, if a recruiter is highly enthused about the company, its services, and its customers, it is likely that this enthusiasm will rub off on candidates.
Another irreplaceable quality is the ability of the recruiter to simply pick up the phone and network. The job market is filled with potential candidates, but they don't always come knocking on your company's door. For this reason, your recruiter's ability to call and recruit people during is extremely important. For example, the best recruiters will call potential candidates and create networks. What this means is the recruiter will call a candidate and ask the candidate if he or she knows of any other potential candidates within his or her company. Networking is a great way for recruiters to source candidates and it creates a larger talent pool for your company.
Technology has changed the way most businesses work, and it will continue to do so as technology improves. As a result, the best recruiters are able to understand and use the most modern technology. Whether it is through applicant tracking systems or searching for candidates via the Internet, understanding and using technology is very important for any recruiter. For instance, if your recruiter is tech savvy and already has a full understanding on how to use certain recruiting applications, he or she can spend much more time actually recruiting.
Besides having the sales mentality, it is important for the best recruiters to be businesspeople. Your company and your customers are running a business. The recruiter needs to understand your business and your customers' business so he or she can find the best candidates. Also, he or she needs to know specifics, such as budget, work environment, company culture, department needs, and more so it is easier to find the right candidate. Along the same lines, the best recruiters will serve as consultants to not only customers but also other people within your organization. Because the nature of recruiting people is difficult in more ways than one, it is important for the recruiter to keep customers informed on issues that could arise and possible solutions to the problems.
The last trait of the best recruiters is being well versed in the art of the deal. No matter how good a person may be a recruiting, without being able to seal the deal the recruiting process would be fruitless. The best recruiters know it is a necessity to find the best candidates and above all seal the deal. In order to make a deal, the ability to negotiate is another requirement for the best recruiters. When forced to make a deal with candidates, you want the recruiter to be able to do the right thing for your clients.
The only way to maximize productivity and profit is through hiring the best people for your customers. If you hire recruiters that possess all the characteristics above, getting a flow of quality candidates should be easier than ever before.
A weak economy with sluggish employment rates takes a toll on the staffing industry. American Staffing Association President Richard Wahlquist shares his thoughts on how to work with internal employees to increase retention, and where opportunity exists in a down market.
As a recruiter, your task is to make your client's open position stand out in the crowd. You do this by making your voice louder than all the other recruiters and hiring managers to attract the best candidates.
Recruiting and staffing firms have always placed great value on temporary-to-permanent hiring, but many of their clients do not understand the benefit of filling these positions.