How To Find the Best Candidates
Ten Recruiter Must-Haves
Looking for talent? Or do you have problems looking for the perfect
candidate who could help you close that job offer? As a recruiter, you should
never run out of brilliant candidates. Countless untapped talents are
everywhere. It is all in how much effort you put and the strategies you utilize
into pooling not just 'good' candidates but the candidates that are job-worthy.
Try to check your database again and see if there are
resumes that do not tell you a lot. Or is your staff still retrieving the same
scrap? As much as possible, you would like a database that stores only the
cream of the crop. So, how you separate the wheat from the chaff depends on the
skills of you and your staff.
- Source candidates like a pro and build long-term
relationships with them. Be creative! That's the best advice we
could give you now. There are various ways to look for candidates. It's
not just subscribing to major job sites. There is actually more
relationship built when you tap candidates you trust and ask for
referrals. Also, allow your staff to tap their own networks. Expand and
use your affiliates and organizations. You do not only aggregate more
resumes into your database but you are actually building a personal,
long-term connection with them.
- Familiarize yourself with the industry's buzzwords.
It is only by knowing and understanding the keywords that you
will be able to competently assess a candidate for a job. By knowing what
it means to truly qualify a candidate, you spend less time interviewing
candidates who are not qualified for the post and you avoid wasting their
- Have good communication skills. This
includes being positive, polite and approachable to your staff, candidates
and clients. You must also be an expert at salary negotiations and not
giving up until the battle is won. There are candidates who might settle
for a lower rate provided they fit perfectly into the culture. Therefore,
it is important that your interview process allows you to carefully
understand your candidate's personality. Your process should not be
superficial. Move on to the next level and you will be surprised at how
much the candidate is willing to compromise.
- Pay attention to details. You must pay
attention to minute details for this is where the recruitment business
thrives. Organizing and knowing which tasks to prioritize are factors of
success. Coach your staff to be keen to details as well. Teach them to
analyze these details so that they can do detailed tasks for you.
- Practice flexibility for it is the key.
You shouldn't only be good with negotiations and interviews. A good
recruiter must be flexible enough to do menial tasks when circumstances
call for it.
- Exert effort to be honest. Being
honest means you should not misrepresent your clients to individuals nor
misrepresent your candidates to your clients. This should not only avoid
you legal cases but it also spares you from wasting time.
- Exhibit a strong work ethic. When
you have it, there is no problem in instilling it in your staff as well. A
good leader should always be a good example.
- Show a great deal of motivation and energy.
Do you often procrastinate? When recruiters are always after a deadline to
be able to close a candidate on a job offer, there is less room for
delays. You should always be on the lookout for the best time to contact
your candidates. It could be at an hour when bed looks comfortable or
during the wee hours.
- Build a good reputation for yourself.
That is: “Recruiter X always forwards his best candidates, let's take a
look at his suggestion.”
This article is written by Cherry Ozoa.
The article source is How To Find the Best Candidates for that Job.