Qualities of Effective Recruiters
Nov 21,2017
In today's time, recruiting a high-quality candidate, who meet business demands, is a tough job for the recruiter. The main problem of recruiters is their inadequacy to on-board the candidate, the hiring manager wanted. There is intense competition in the market for good candidates and its very important for the hiring manager to know this and to act on it. We are seeing a candidate driven market for skill sets and the best candidates always have choices. 
In case, if a recruiter is facing challenges closing a candidate, they should let the hiring manager know early on. Recruiters usually asses a candidate's qualification only, rather than their willingness and seriousness to work, which generally, leads to rejection. So, it is better to ensure that the candidate prefers the position offered by the company throughout the recruitment process.

1. Good communication

For a Recruiter it is important to be a great listener and converser. Only if you listen carefully and thoroughly to both, the job seeker and the client, will you be able to understand what their needs are. The task of recruiting will be much simpler if  you know what the client and job seeker are looking for, to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.
 
2. Review the organisational structure

Try to have a bird’s eye view of the organization. Map out who is who, and what they do. Since you conducted the evaluation/analysis, this will provide a better understanding of why they are there and what they are supposed to do. You will also understand and question the new unique requirements. Are they really needed for the organization at this time?

3. Recruit high quality employees and Decrease new hire failure rate

Recruiting the right candidate is one of the most important parts of the recruitment process. Hiring the right professional as per the job specification can help in employee engagement to a great extent. With proper processes in place and specific objectives, this goal can help the organization to achieve its mission. Now, placing a candidate isn’t the end of the process. The recruiter should see if the candidate is a good fit for their company, and to make sure that they like their new job.
The other goal should be to decrease the new hire failure rate. For example, let’s say the recruiter had five placements who left a company relatively fast. Then their goal should be to decrease that number so that more employees stay on with the firm. Achieving this goal might mean spending extra time making sure a candidate will be a good fit for the firm before passing on their resumes. 

4. Detailed job description

Job description is an informational documentation of the duties, tasks, responsibilities and working conditions related to the job listing in the firm.  It basically gives all the details which might be good for both the company and the applicant so that both parties are on the same page regarding the job offer. Take some time to evaluate the current vacancies or all the positions in your organisation. This will give you an idea of what makes a job unique in its requirements An effective job description might have information like:

What the new hire is going to be responsible for

What the new hire is going to teach to their co-workers

What the new hire is going to learn in the organization

What the new hire is going to improve the organization


5. Reasons for job change

Some of the most common and easiest to explain, reasons for leaving a job are ambition to take on more responsibility and grow in a career, or to take on less responsibility or even a career change. But the weakest motivation for changing jobs is money. It is important to know what the candidate hopes to accomplish with the job change. Top recruiters should question the candidate on why they are making a switch. This wise question's answer is the key and it will help you know everything about the candidate.

6. Sourcing Candidates 

In todays time, sourcing cannot be limited to only recruitment portals. One has to move forward with time and technology and embrace the opportunity. Highly effective collaborative social media platforms such as LinkedIn can be the best fit for recruiting the right talent. One can find the candidate's professional experience, achievements and recommendations by peers followed by endorsement matching the skill set. This provides a clear view on the candidates current and past accomplishment. This professional networking not only helps the recruiter to bring the right talent on-board but also acts as a broadcast tool for exchanging ideas and future goals.


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