5 Simple Ways To Become An Effective Recruiter

Today, Recruitment is one of the important functional areas of any organization that focuses on being efficient and successful while making man-force epicentre of Organizational Effectiveness. Choosing the right candidates and getting them on-board is crucial, however many times the process of getting an expected result is overlooked. And this is where we experience communication issues between the candidate and the recruiter. Last moment drop-out, no response from the candidate during the selection process, etc. leaves recruiter clueless about the candidate’s decision and ultimately overburdens the recruiter with deadlines & targets that are yet to be achieved.

All this is not less than a roller coaster ride where you invest your time & effort to search, review, shortlist, and process the candidature, and it turns out to be futile. This is a time where you need to introspect the way you operate as a recruiter by carrying out SWOT Analysis (Strength, Weakness, Opportunity, Threats).

In this article, I am going to mention a few tasks that recruiters carry out, analyze them, and suggest how it can be done in a more effective way to get much better results.

The Talk Show: Do you follow Yes / No pattern to interact with your candidates? Do you keep the conversation limited to typically set questions only? Then fear for losing on to get some really important information about your candidate.

Recruitment is more about the way you interact. Create a space where candidates get more vocal about their profile, career journey, preferences & aspirations, future plans, motivations, and a bit about their personal life to assess if they are in-line with a prospective employer. Once you shortlist and process the candidature you need to be in constant touch to help candidate throughout the selection process. Failing in which may bring you unpleasant surprises quite often. It is not just what you talk about, but how you talk also matters. Use the right tone, speed, pitch, and volume.

It’s more than just a Job Description: Its human tendency to look for easy ways. If you are depending upon and referring to only a few pointers given in the job description to answer a few questions that your candidates may ask, then you are tricking yourself.

Every new requirement that you get to work for is an opportunity to learn. A good understanding about the role, its relevancy & importance from the organization’s viewpoint would not only boost your confidence when you approach candidates but would also give you more leverage in terms of selling the profile to candidates. Research & self-learning is key.

Build Personal Source: In the market, we have ample of options available to source candidates. Portals, social & professional platforms, hiring tools, etc. When you begin your career as a recruiter these are your first preferences. However, if you fail to create a personal source out of it for the future, then it’s no wiser. 

Figure out what information will be helpful to you in future in case you wish to refer the information that you save today. Create a format and keep refreshing whenever you are updated on certain aspects. This information is going to be much more helpful and less time consuming than referring to general information which is widely available on platforms to many of them.

Now, The Real Task Begins: All that you have read above mostly pertains to the initial stages of the selection process which will help you do things right to select a suitable candidate and process him/her further. But the real task begins when the candidate is done with an operational or technical interview. The final results are obvious – he/she is select or reject.

If the candidate did not get through then try and get the reason why the candidate could not get through. Make it a point that you convey the results along with the reason. If it’s difficult for you to inform over a call, then put it across through an email, wish him/her the best luck, and thank for their cooperation and interest shown. This helps strengthen a rapport and build trust in you as a recruiter.

If the candidate is a Final Select, then you must be ready to guide him/her through the further process of hiring and assist as & when required. A good and frequent follow-up will either ensure the joining of the candidate. Or you will be aware of his possible decisions and look for a back-up to avoid surprise drop-outs at the last moment. Maintain healthy professional relations and guide him/her through a difficulty, if any even after joining, that’s true professionalism.

Networking (Last but not the least): If you have just started your career as a recruiter, then it’s the right time that you start developing your network. Be a part of various professional groups that are relevant to your work and interest. Connect to resources, candidates on various platforms, so that you set a way to communicate information. Stay updated on things happening across industries. Eventually, create your presence. This will help reduce your dependability on conventional sources of profiles.

Recruitment is more than just ticking a checklist. A right approach can make wonders. Once you put these things into practice, you will experience the difference. You will not only be productive in the work that you do, but you will also evolve as a professional recruiter.