:: Recruiter 10-Factor Evaluation

# 1: Delivers Result
- Consistently fills most jobs on time, often with top people. Responsible –
Recruiters must be able to hit their numbers. This means consistently filling all of the reqs assigned to them month-after-month. If the backlog is increasing you have a problem. You can’t be passive.

# 2: Knows the Job
- Has solid understand of real job needs. Confident. Gets clarification –
Good recruiters must know the job, and not rely on the Job Description. Recruiters need to know what the person holding the job needs to do to be considered successful. Otherwise, you’re just guessing and box checking.

# 3: Finds best active candidate
- Strong with basic systems and uses a variety of other good techniques –
Recruiters must be able to find the best active candidates quickly. This means writing great ads, knowing what boards to use, and using all of the latest searching tools to mine through resumes quickly and accurately.

# 4: Finds best less active and passive candidates
- Always obtained good candidates through referrals. Assertive –
If you’re only sourcing candidates, you’re not really a recruiter. Recruiters must be able to build instant networks of top people and convince them to consider your jobs even when they say “no”.

# 5: Manages the process
- Can manage multiple assignments using a variety of tools. Well organized –
Recruiters have too much to do and things always go wrong. Managing all of these issues is a critical skill. Hiring one person is tough enough. Keeping everything moving while staying on top of it all is the essence of an exceptional recruiter.

# 6: Knows the market
- Quite knowledgeable about industry, trends and employment issues –
Recruiters must be on top of all of the issues in their area of expertise. This means knowing compensation ranges, the best places to find top people, and what’s happening in their industry. This is how you convince candidates and clients you’re an expert.

# 7: Influences the hiring decision
- Adds much value. Understands candidates and job needs. Respected –
Recruiters must exert influence on their hiring manager clients at every stage. This means haggling about job requirements, candidate competency, and how to negotiate offers. The best recruiters are involved at each step in the hiring process and push their candidates forward despite differences.

# 8: Influences candidates throughout process
- Provides good advice and is seen by candidate as advocate. Influences –
The best people always have other opportunities. Keeping them involved and interested in your job is the core of recruiting. This means knowing the job and presenting a persuasive case as to why offers should be accepted even if they don’t meet salary expectations.

# 9: Conducts professional and accurate interview
- Uses multiple tools to assess. Solid skills. Pretty accurate. Input valued –
Recruiters must be thorough and competent assessors of talent. This means knowing what questions to ask, interpreting the results correctly, and defending your candidate to the hiring team. You know you’re at the top of your game when you lead panel interviews and the debriefing session.

# 10: Works with the team
- Works well with team to improve process. Takes initiative to help others –
Forget the Lone Ranger stuff. In a corporate environment recruiters must work with a wide variety of people, some not so great. Influencing their decisions and keeping the process moving forward is what teamwork and cooperation is all about.



Source: www.adlerconcepts.com