Instead of being average, a recruiter needs to be a superstar (or at least look like one)!
Corporate recruitment is the most vital aspect of developing a strong business that is supported by skilled employees. With all the competition out there from other organizations, recruitment agencies, and headhunters — you need to be on your A-game to attract and hire the best candidates. Instead of being average, a recruiter needs to be a superstar (or at least look like one)!
What elevates a recruiter to superstar status?
The annual America’s Best Recruiters list for 2018 was published by Forbes, highlighting the most highly rated recruiters in the profession. Market research company Statista supported this effort by asking 30,000 recruiters, 4,500 job candidates, and human resource managers who had worked in recruitment agencies sometime in the last three years to nominate their top 10 executive and professional recruiting firms. It turns out, that top-ranking recruiters earning six figures or more are focused on data-driven results and relationship building. The survey also revealed that recruitment has shifted from an action of merely searching for candidates to one of finding out who candidates are so they can be matched to the best jobs.
Three out of four recruiters admit that attracting talent is still the most time-consuming and costly aspect of recruitment. Having a plan of action and a system for attacking this task can move you into the top spot as a recruiter. In certain industries, such as healthcare and technology, this is a challenging prospect. However, it’s not impossible if a recruiter understands the window of opportunity is very slim and takes a concerted effort — focused only on candidates who are ripe for a new job.
To rise to the rockstar level as a recruiter, one must also have a deep understanding of the industry. This can come from personal experience or as a result of building relationships. In order to become proficient at something, one has to spend a great deal of time in the environment of the task. The same goes for recruitment. Getting to know the unique nature of the industry helps to better address the needs and goals of the best talent.
The world of recruitment is filled with tools that gather data from multiple sources, all designed to help in the decision-making process and rate effectiveness. We often focus on recruitment metrics like time to hire instead of quality of hire, because this is what the industry tells us is important. Using a data-rich platform that displays the value of candidates in multiple formats, such as skill density maps and 3D resumes, can give recruiters better results. Instead of weeding through hundreds of resumes, today’s AI-enabled data tools allow recruiters to immediately target the best candidates, which makes them look like they have superpowers.
The top recruitment firms use relationship building to the fullest. It’s not just about getting to know a few good candidates to place them in jobs. It’s about tracking their career paths and being there when they are ready to seek a new job. Long-term relationships are built through trust that only comes from successful placements and maintaining contact. Committing to the long-term success of candidates keeps talent pipelines filled and produces many referrals. Finding out what interests candidates, understanding their goals and values, and respecting their gifts are what make for better relationships. As the healthcare and IT labor pool continues to shrink, this will be the way to secure talent.
There is a strong connection between coaching candidates and their success when interviewing for new jobs. Only the best recruiters take the time to mentor candidates to put their best face forward. The Undercover Recruiter advises that all candidates take the time to research the company well, followed by practicing interview questions and preparing for the big day. From the standpoint of a recruiter, don’t you want your candidate to have the best possible chance of impressing the hiring manager and getting the job? Take the time to coach the candidate, and share whatever inside knowledge you have that can give your candidate the advantage.
When pitching any candidates to a client, use the tools available to you to present their skills and experience in a strategic way. 3D Resumes and visually stunning skill maps are highly appealing to clients when evaluating candidates. Many employers will also want to know more about the candidate’s long-term career goals if they share the same values as the company, and if they are committed to the industry. These factors are not always evident on a dull paper resume. Interview your clients to ensure you know exactly what they are looking for in employees, what makes them successful, and what challenges they have with hiring. Clients who end up with a great hire will return for more in the near future, thinking of you first as their superstar recruiter who can make it happen.
Being a recruiter can be one of the most rewarding careers, or it can break you. Whether you work independently or as part of a team, it’s critical to your success to stand out. Use the tools that help manage the above aspects of recruitment and you will rise to the top.