Recruitment is not a piece of cake, especially not when you are competing in a market that is not only competitive but also when you have to bear the responsibility of donning several hats. A recruiter needs to be an SME of almost everything, well if not a master of all, at least the jack of all trades, learning the basic nuances and terms of everything- from coding to marketing.
The recruitment teams in growth-centric organizations have to not only hunt the best talent in the market but also have to do it better than everyone else since the good candidates wait for no man, woman, or company. You get the drill!
If you are a recruiter working in a fast-growing startup or working in a large corp where you have to make a strong impression as a high-performance recruiter, here’s a quick cheat sheet for you.
We’ve listed down the 5 habits of a high-performing recruiter that have been the traits of our most effective recruiters at ProMobi technologies, where talent hiring and retention is a critical part of the organizational culture.
For a high-performance recruiter, the 24 hours in a day, at 8 hours in the office are just not good enough. With so many applications to scan, profile-matching to be executed and screening calls to be conducted, you have to always be juggling with the clock to make the most happen in the least amount of time.
In the era of Social Media, phone applications, text informing, and showers of email, it’s very easy to get diverted. With the rise in usage of social media platforms like Linkedin for candidate hunting, getting lost in infinite scrolling through interesting content and updates is quite possible.
A high-performance recruiter however is mindful and can designate this exercise in careful control of fighting off the message and computer onslaught that doesn’t support your main concern. Normally your success or disappointment in this department will be clear on your month-to-month or yearly review.
Dedicating a part of the day to checking and replying to emails, using the Pomodoro technique while candidate searches, and planning the day ahead is a great habit of a high-performance recruiter. A more effective way to manage your time is to automate your recruiting stages using a recruitment CRM that can help you source, filter, and manage candidates quickly and even allow you to set up automated nurture email campaigns to make sure you don’t go radio silent on your candidates or clients.
When it comes to recruiting trends, change is the only constant. The best-in-class techniques for recruiting appear to change consistently. You have to ensure whether your recruiting strategies need tweaking, and assuming this is the case, are there techniques out there that may support you? Do you have the right technological support for the same?
There still is not a viable replacement for deciding the up close and personal experiences for supporting connections and truly burrowing past the surface for singular needs. So nurturing your existing network while keeping up with the upcoming trends is the key.
Networking is an oldie but a goodie. For recruiters, there is nothing better than cracking the right candidate through their own network, without having to shop around much. This networking can be done via being active on professional social media platforms like Linkedin network. Attending local recruitment meets, recruitment drives on college campuses, and startup meet is a great way to connect to local talent and professionals.
The high-performance recruiters can continuously verify email addresses to make cold pitches to new consultancies and fresh candidates. Continuing this activity will guarantee that recruiters will be in touch with the processes, irrespective of the hiring requirement in the company.
Each recruiter should have the option to tune in to all the details of the position. These details are what will lead you to the perfect candidate. A successful recruiter additionally should have the option to tune in to the candidate if he/she is interviewing for the position.
There’s a chance that the position and company details do NOT line up with the candidate’s absolute necessities, needs, wants, and skills. At that point, the position is anything but not a fit and it must be transferred to the up-and-comer. Having solid listening abilities will permit the recruiter to completely comprehend the position and locate the correct contender for the position.
Never settle on a choice today that will contrarily affect your business reputation tomorrow. Recruiting can now and again feel like a thankless career. Your endeavors toward businesses and up-and-comers might be inconsistently recognized. But a high-performance recruiter will consistently convey and settle on business choices that will decidedly help you and your employer stand out for quite a long time to come.
Whenever you feel demotivated, remember that,
“Be willing to pass through a short-term pain so that you can come out with a long-term gain. Don’t fear the horrible waves of the waters; just dare to cross and you get there.”
― Israelmore Ayivor
High-performance recruiters are hard to find and harder to keep. But being one definitely gives you leverage over the competition, making you an indispensable linchpin in the organizational cogwheel.