What Makes a Great Recruiter?

Great Recruiter

Occasionally, the difference between good and great can be small. But often times, “Good is the enemy of great. And that is one of the key reasons why we have so little that becomes great,” begins Jim Collins’ best selling book, “Good to Great.”

The fact of good versus great and bad versus average are somewhat subjective in determining an individual’s success, accomplishments and traits. Once you have defined those metrics of success, it becomes clear how truly valuable great hires are to your bottom line. So the question bares, what qualities and characteristics separate a good recruiter from a great recruiter?

 

  • The Ask Questions and Anticipate Needs.  I’ve always been a proponent of being prepared.  Great recruiters are prepared before the job opening is available.  They have a relationship with the hiring manager, having their fingers on the pulse of their recruiting trends and responsibilities. Great recruiters don’t simply ask questions, they research, learn and absorb because they understand the company and its ecosystem through experience, learning and their dedication to the hiring managers they serve.
  • They Take a Consultant Approach.   Great recruiters take notes and take a consultant and partner approach to filling a position.  They use a job requisition checklist in addition to meeting with the hiring manager to understand the role they are looking to fill. Consultants are training, developing and teaching other recruiters as well as their hiring managers.
  • They Care About the Full Employee Life Cycle.  Great recruiters look beyond simply filling the position.  They continue relationships with their hires and placements long after they have finished employee orientation and onboarding.  Great recruiters understand that employees hold see their recruiters as brand ambassadors who serve as the first point of contact with their new company.
  • Great Recruiter They Share Their Secrets with the Team.  Recruiting is sometimes seen as a secret society and industry where good recruiters are often hesitant to share their sourcing or recruitment secrets because they believe doing so eliminates their competitive advantage. Great recruiters take the time to share best practices and secrets making the team stronger and improved performance for everyone.
  • They Focus on the Candidate.  Great recruiters focus on relationships not only with the hiring manager and their hires but serve as a resource for job seekers who didn’t receive a job opportunity.  Great recruiters realize that staffing and building candidate pipelines is a long term strategy and that providing value lends in building a community and a network of candidate referrals that are invisible and intangible to the average or even good recruiter.

 

The differences between good recruiters and great recruiters is in their holistic approach to recruitment and hiring. Execution determines the success of your business‘ big picture vision. Great recruiters just make smart moves that create less risk and more success because they see recruitment – not as an individual placement – but as an entire body of work.

 

@blogging4jobs blogs Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs.

SmartRecruiters is the hiring platform with everything you need to source talent (including a recruiting agency management feature), communicate with candidates and make the right hire.

Watch the product tour to see how our enterprise recruiting software can empower you to find, engage and hire great talent.
Share on LinkedInTweet about this on TwitterShare on FacebookShare on Google+
@blogging4jobs blogs
Jessica Miller-Merrell Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.
More posts

10 Traits of Great Sales Development Rep Hires

As author Jeb Blount says, “If you suck at prospecting, you suck at closing.”

Which means that Sales Development is your most important department in sales. Don’t believe me? Take a look at the account executives on your team that never hit quota. It’s probably because they don’t have the prospecting skills that SDRs excel at. Thankfully, you can get ahead of the curve by hiring great SDRs that grow into great account executives.

Whether they are an inbound or outbound SDR, these roles are the toughest jobs in sales. Therefore, recruiting the right people for this “A Team” can be a big challenge. Hiring the wrong people can be costly: one bad impression could burn a bridge at a key account, or turn a great deal into a lost opportunity.

In order to define and find great SDRs for your organization, here are ten traits to look for when hiring:

read more…

3 Ways that Retailers Can Make the Apply Process Candidate-Friendly

It is no surprise that the greatest talent acquisition priority is improving the candidate experience. It makes sense. We live in an Experience Economy where success is defined by the happiness of our customers, employees, and even candidates. A positive experience is a non-negotiable in retail where customers and candidates are one in the same. And retailers are beginning to pay attention.

Research Aptitude conducted earlier this year found that nearly 70% of retailers believe their candidate experience has improved over the past year. In the employer’s mind, candidates seem to be doing just fine: happy and satisfied with the recruitment process. But how do they actually know this? Sadly, most don’t. They are making assumptions based on little data or insight. Research proves that there is a considerable disconnect between how employers view the candidate experience and how candidates are living it. According to The Talent Board’s 2016 Candidate Experience data, only 20% of candidates remember being asked for any feedback.

In order for retailers to improve the candidate experience, they must first understand that candidates want:

read more…

Dear Retailers: Your Candidates Are Your Customers (INFOGRAPHIC)

A few months ago, I was speaking with a CHRO of a large retail organization. She was sharing some of the unique challenges with hiring and developing talent, including high turnover and difficulty competing for talent. She spoke of several instances of employees in stores neglecting customers or picking fights with each other during busy work hours. In almost every instance, the executive team was notified of the situation, and customers voiced their frustration through social media. Clearly, this is not a CHRO’s dream scenario or an accurate representation of their “customer comes first” culture.

In retail, selling jobs is just as important as selling merchandise. We live in an era of transparency where employees are also customers, yet less than half of retail companies are able to align their corporate and employer brands. Retailers that invest heavily in their corporate brand must give equal attention to their employer brand. According to research Aptitude conducted, retailers that do invest in employer branding are three times as likely to improve the candidate experience and twice as likely to improve quality of hire.

read more…