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12 Quick Tips to Become a Better Recruiter

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I'm sure you're already a great recruiter. Just in case you're looking for a few pointers to improve your skills, I've put together these 12 tips that'll do just that.

1. Don’t rely on LinkedIn

LinkedIn is only one of many tools that need to be leveraged. Since not all professionals subscribe to LinkedIn, visit it regularly, or are 100% honest, don’t cut your talent pool short and restrict yourself to one resource. Don’t forget to use the phone—people trust people, not social media.

2. Sell what the candidate needs

Don’t sell what candidates already have. You can identify the candidate’s needs when you learn what they like and don’t like about their current job (Core 4 Candidate Interview Process). If the position fits any of those needs, use that as your selling point.

3. Be clear on what the hiring manager wants

More than 65% of hiring managers believe that recruiters are unclear about the open position. In order to avoid a disconnect, ask about the hiring manager’s most important objectives. Only after the objectives are clear and measurable, identify the candidate skills and attributes that support the objectives. Have the manager rank them from most to least important.

4. Quality over quantity

Three promising candidates make a hiring manager much happier than five terrible ones. Today, many surveys show that over 75% of clients believe that recruiters aren’t selective enough about candidates. Part of this issue is not knowing how to assess candidates (consider Results-Based Interviewing).

5. Communicate

Keep in contact with the hiring manager and keep the candidate updated. Sixty to seventy percent of candidates believe that they are not given a steady flow of information about their application and interview process. This often results in loss of interest.

6. Referrals

If you just outright ask a candidate for referrals, you’ll likely get declined. But, if you ask a candidate if they know three people who’d be a fit for the job, they’re more likely to be responsive.

7. Notice differences between generations

Different aspects might appeal to different candidates based on generational differences. For example, a higher percentage of millennials are open to being socially recruited, compared to the general population.

8. Years of experience

Years of experience aren’t nearly as valuable as how much the candidate learned throughout those years. It might take one candidate 3 years to learn how to do a job, but it might take another candidate 2 years. If years of experience are a requirement, take this point to your hiring manager.

9. Make the process quick

The longer you take, the more likely the candidate is to change his or her mind or take another position. Even passive candidates become active and are at risk. Knowing what the hiring manager really needs and properly assessing the candidate helps remove questions and doubts that slow down the process.

10. The passive/active candidate line has blurred

You can’t ignore the large percentage of people who are happily employed. If you do, the breadth of your talent pool will severely diminish. A recent report indicated that more than 60% of all full-time employees would still agree to converse with a recruiter.

11. Create a relationship

Create a relationship by expressing genuine interest in the candidate’s career and well-being. This relationship leads to more hires and satisfied candidates. Candidates are more and more leery of recruiters after the last recession. This requires a greater focus on how to develop relationships in a post-trust era.

12. Don’t waste connections

You never know when a connection can help with a referral. Just because someone isn’t the right fit or isn’t interested in your role, he or she could prove helpful in providing direction in the future. Always treat your connections with respect—don’t just run to them for help.

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