When you work in recruiting, your entire career revolves around scouting the best talent for your clients and helping companies build stellar teams long term. It's not an easy feat, especially with such a massive job market online. There may be hundreds of applicants for a single job listing, but none of them fit the bill. You may find that you're continually recruiting the same type of candidate and not delivering any strong results. To help you achieve better results, here are a few strategies you can use to improve your recruiting.
Speak to the Company First
Your goal is to find a team member, not just a candidate. You have to think about the role this position will have on a company's bottom line every step of the way. When you start looking for candidates, you should have a clear image in your mind of who would be the best fit. Before you even start scouting, speak with the company. Learn about their culture, work environment, wants and needs from their next employee.
You can build a strong portfolio of the ideal candidate before you start sending out messages. Then, you'll find it easier to narrow down your search pool and source better talent. Employees are facing the risk of burnout when working for companies that have not taken strides to change with the times, you need to have a handle on the overall corporate landscape in advance of speaking to candidates so you can effectively navigate their culture related questions.
Clearly Define Job Expectations
When you reach out to someone, you should express exactly what their role would be. Paint a clear image in their mind of how their skills would come into play in a potential position. Another reason to focus on needs and responsibilities over skills is cross-diversity. Applicants who are applying for the same niche set of skills will all have similar backgrounds. However, a listing or set of expectations that defines a position's needs will recruit a broader spectrum of workers with diverse educational backgrounds and work experience.
Make Communication Easier
Create a social media page, website and job listings that are detailed and engaging. People should find it easy to reach out to you, ask questions and learn about positions you're trying to fill. One of the main reasons recruiters fail to source talent their clients need is undefined job descriptions. People may meet requirements on paper, but they don't share the same values as the company. Personality is just as important as education and skill; you should aim to make listings and dialogue as personal as possible. Using the right tone and voice will help you attract better candidates for each position.
Improve Your Own Education
You may think about what skills you need to improve to be a better recruiter. Perhaps you're passionate about working in a particular field, like healthcare or finance. In that case, you may consider going back to school to earn your graduate degree. With a master's, you'll acquire in-depth knowledge and have a better time aligning job listings with candidates.
When considering a graduate degree, you may be hesitant because of the cost. There are options available that make growing your career and education easier. Available private graduate loans can help working professionals fund their tuition without going over budget. In addition to a master's degree, there are always other ways to improve as a recruiter. Think about where you currently struggle the most and where you see fellow recruiters thrive. When you have a gut feeling that says, "I wish I could do that," find out how.
Build a Network
Keep in touch with previous candidates who went on to work at positions you filled. Stay connected to companies, fellow recruiters and other professionals who can make your job easier. The more people you know, the easier it is to find the right fit. If you're a proactive recruiter, you'll become the first choice for companies when they have a job to fill. They'll know they can trust you to be communicative and efficient. Think about tools you can implement as well that will make your job easier. For example, an applicant manager can make hiring more streamlined for everyone and improve the likelihood of choosing the right hire the first time.
