Let’s assume that you apply for an advertised job and you are contacted by the recruiter for an interview. You get ready for your job interview, practice your questions, have your outfit planned and show up early on the interview day and then you have to wait for a long time as the recruiter gets late.
You are called for the interview after a long wait and then during the interview the recruiter asks you some questions that are not related to your job and you are a bit confused.
But despite all that you do your best during the interview and then after a few days you send a follow up email thanking the recruiter for his time. But you have not been responded to by the recruiter that either you have been selected or not. You just hear nothing.
Well, unfortunately after going through this situation of poor treatment by the recruiter , how will you perceive the culture of that organization you have been interviewed for?
Definitely, it will not make a first good impression about the company/organization and candidates may discontinue their quest to work at that company at all.
Recruiter, as the first point of contact between the hiring organization and the potential candidates are considered the ambassador of the company and their interaction with the candidate makes or breaks a good candidate experience.
In the article, we will discuss what traits are required to become an effective recruiter.
Role of Recruiter:
A Recruiter sources potential job candidates, screens them and connects the shortlisted candidates with a hiring team for open positions A recruiter makes sure to attract and keep good people.
How to Become an Effective Recruiter:
To become a good recruiter, he or she must;
Build Strong Relationships with Candidates:
An effective recruiter makes good relationships with the rejected candidates as well by sending them a post interview personalized email or letter by mentioning strengths of the rejected candidates from their interview and may suggest other jobs that would be suitable for that potential candidate. A good recruiter makes candidates’ experience memorable by timely communication, clear updates and by providing constructive feedback to unsuccessful candidates.
A good recruiter stays in touch with the candidates for future openings as these can become a perfect fit for future positions.
Adopt a Proactive Approach:
Effective recruiters adopt a proactive approach by anticipating future needs of his/her organization and not only just focusing on current job openings. They start building a pipeline for potential candidates by keeping in mind different departmental needs as the result of the organizational growth by collaborating with managers and forecasting their hiring needs..They also engage passive candidates and create a strong network of potential candidates for future openings.
They have a good idea of effective sourcing channels for experienced candidates and they take full advantage of social media recruiting.
Related: How to Meet Workforce Shortage Without Hiring Full Time Employees?
Align Recruitment with Company Strategy:
Effective recruiters must align recruitment strategy with company strategy by identifying skills & experience needed to achieve company goals.
Recruiter plays the role of strategic adviser by understanding company goals, its culture, and identifying the true need of the company.
He/She makes efforts to hire the best talent for the company as well as offers market insights on the availability of the candidates in the market, salary expectations & strategies of the competitor.
Harness Tech & Social Media Knowledge:
Recruitment practices in the world have also been impacted by the advancement in the technology. Technology can be helpful in optimizing efficiency in recruitment practices.
To be an effective recruiter, you must have a mix of technical and social media skills. You must have good skills in using Applicant Tracking System as it helps in managing the hiring process with centralized data and automated communication tools. LinkedIn Recruiter is a perfect tool for sourcing candidates. You must have a good understanding of LinkedIn for identifying and engaging with passive candidates & creating a talent pool.
You must have a good grip on the use of platforms like zoom, microsoft teams, google meets etc to engage with the candidates available remotely for the interview.