Making your Mark as a Recruiter

Have you ever seen an article dedicated to honouring the best job recruiters in the world? Pretty sure that are a few of them out there. Anyway, recruitment is a rewarding job and there are times it can be punishing. But if you really love it, even the punishing times can also be rewarding.

For me, it is important for us recruiters to make our mark among candidates, either they get the job or not. What does that mean exactly and how to do it you ask?

What it means

Making your mark as a recruiter means encouraging and empowering candidates towards a promising career. Us recruiters are like gatekeepers between candidates and employers. We decide who is in and who is out. That moment is pivotal for each candidate because of what it entails and that is why it is important that they always find value in the process, whether they get hired or not. I believe its poor recruitment practices that derail the value that candidates should be receiving. By providing value to candidates, they will appreciate the care factor you invested in them.

Now, how exactly do we do that?

Go Beyond Resumes

A resume is a strong assessment document for recruiters to evaluate if a candidate has what it takes. However, that only scratches the surface given that most resumes are only 1 to 3 pages long. There is always something unique about candidates despite applying for the same job. Unique in this matter is something that stands out. Don’t hesitate to be very specific when it comes to learning more about a candidate’s problem solving and critical thinking skills. You need to know what a candidate is like when they are at their best and worst.

If you can, present some work scenarios derived from experience and find out how candidates approach and resolve it. Again, be very specific and make sure to include certain work elements according to the role being filled. Resumes are going to tell you the good things about a candidate, however, how they perceive and address their weaknesses, is important for them and you.

Transparency and Empathy

According to several reports, transparency and empathy are driving factors for employers to attract top talent. This a scary time for so many people today. Candidates are not just mindful of getting a job but also wary of who they’ll be working for, especially for those leaving their current stable job to work for your organisation. They are placing a lot of trust in you and your organisation, it is only right that you respond to that by being transparent and trustworthy. After talking about their skills and qualifications, inform them about important company policies, especially about layoffs and furloughs. What are they entitled to and what they can negotiate for. From doing that, you are being an effective and empathetic recruiter.

Give them some homework

A proactive and effective recruiter is cognizant of what a candidate should improve on. Many of my colleagues have specialisations so they can focus on specific recruitment spaces and really help candidates better themselves.

If the candidate gets the job, then give him or her something to do. Don’t order around, rather encourage the candidate to tap on something that can improve their skills and knowledge in the job they are about to take on. If they didn’t get the job, give them a justification, whether it has something to do with their qualification or experience. Provide them insights on their strengths and weaknesses. Give them feedback from where they can improve on, so they’ll surely hit the target for their next job application. That way, they get value out of the recruitment process despite not getting the job.

Remember, candidates may forget who got them the job, what advice they received, but they will never forget how you made them feel. That is how you make your mark as a recruiter. We’ve got more insights and tips coming your way so make sure to check back and Goodluck on your next recruitment process.

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