Sunday, April 01, 2007

::10 keys to being a successful recruiter

I. Focus on relationship-building rather than on resumes
In recruiting, who you know is as important as what you know – and the more people who know, like, trust, and respect you, the better the reputation you’ll build for yourself and your company. That reputation will translate, down the road, into more great candidates and successful hires. So cultivate your candidates and your contacts, treat them fairly and courteously, and do good turns for them wherever you can. Base your relationships on sincere good will and long-term cooperation, rather than on short-term gains, and you’ll establish relationships that will benefit you for years to come.

II. Establish a network of top-notch candidates
You won’t find the people you need simply by depending on job boards and resume banks. Instead, build your own network of great candidates, and add to it weekly. Your network will provide you with three essentials: great employees to satisfy your demanding hiring managers, referrals to other stellar candidates, and valuable information when you have questions.

III. Use technology in as many ways as you can
To recruit effectively, one must embrace technology. In today’s recruitment scene the importance of technology cannot be said enough. From drafting JD’s to posting jobs to sourcing, shortlisting and arranging interviews to networking on the internet we can see the use of technology at every stage and sans technology it becomes rather difficult to even imagine, considering the pace of recruitment needs these days.
IV. Understand the need for speed at all levels of the recruiting process
A successful recruiter posts open jobs quickly, begins networking with contacts immediately, schedules phone screens and interviews with top candidates right away, and extends offers to winning candidates without delay. Every day you shave off your hiring process doubles or triples your chances of success.

V. Recruit all the time
There’s no such thing as a 40-hour week in recruiting! Instead, be willing to spend extra time and effort to research where the talent is hiding, and then go there to start building relationships. This means talking to people every where – airplanes, professional events, conferences, you name it. It means hanging out at happy hours, attending charity events, maybe even going to karaoke bars. It also means joining recruiting groups, and using recruiting forums where you can network with others willing to share advice and offer help.

VI. Develop and in-depth understanding of your company and the jobs you need to fill
When you know your stuff, your candidates will see you s smart and savvy – and they’ll get a good impression of your company as well. Develop an extensive knowledge of your company’s (and your competitors’) products and customers, as well as your (and their) strengths and weaknesses.

VII. Get everyone involved in the recruiting process
A successful recruiter enlists hiring managers and other employees in the effort to get jobs filled. How? By encouraging every employee to spread the word about how great the company is, and by educating hiring managers on the current job marketplace, the market value of certain skill sets, and the need to move quickly to capture good employees.
VIII. Measure your efforts
To refine your recruiting efforts, you need to know what’s working and what isn’t. How many positions did you fill last month? What was the time to fill? How many interviews did you conduct? What was your interview-to-hire ration? Use your results to fine-tune your recruiting process and make changes where they’re needed.

IX. Develop strong, sales, marketing, and communication skills
Huge part of recruiting involves marketing your company and your job openings to your candidates, and marketing your candidates to your hiring managers. As such it is very important that one understand the art of sales opening, negotiating and closing.
X. Use multiple recruiting resources
A successful recruiter doesn’t rely on a single source to find the best talent. By combining an in-house database, employee referral programs, outside recruiting agencies, advertising, campus recruiting efforts, and online recruiting, you’ll maximize your recruiting power.

Source: Recruiting & Retaining Employees for Dummies by Jennifer Brugh and Paula Manning

7 comments:

Anonymous said...

I'd [modify] the following:

VII. Measure and Analyze your Efforts [and your Results, positive, negative, and unable to determine] (You'll have some of each.)

X. Use multiple Recruiting Resources; [Sources, and Methods:] I find it useful to use the word "Recourse" for Research, Books, or CD References, Recruiter Training, and Recruiter Seminars, etc. Suggest you use the word "Sources" for those highly qualified people within your network that can and will recommend others that are fully qualified for the specific position you are recruiting for. Consider using the word "Methods" as describing the means, procedures, process, and the technology to apply those resources and to tap into those sources.

[Just my $0.02 worth]

All the Best!

Ray Towle
+++

William said...

These are great. I recruiter in IT for Disney and I could not agree more with your talking points. I actually put your top 10 on my bulletin board. Good stuff!

Amish said...

As a new recruiter, I found this information to be very essential! Thank you

Anonymous said...

Great tips. I am thinking of making a business out of recruiting. Sounds like a demanding and rewarding job. Keeps you on your toes. Thanks for sharing your tips!!!

khushboo said...

As a new Recruiter i found ur Information vry Helpful...Thank you sir...

khushboo said...

As a new Recruiter your Information is very Helpful to me...Thank You Sir

Anmol said...

thanks i'm just starting my career in recruiting specifically healthcare and your tips give me a fantastic way to approach it!