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The recruitment field is becoming
more demanding than ever before. With
greater number of jobs, comes the
challenge of greater and better recruitments.
More openings to fill faster, sourcing
the most suitable candidates, analyzing
their skills, and convincing the best
ones to join a company are the tasks
of a recruiter. Recruiters are the
voice of the company and therefore,
it is important that they learn the
techniques to become great recruiters.
Here are some steps that a recruiter
can follow to become more successful:
1. Increase your business
knowledge
Before anything else, you should
brush-up the basics, i.e., the facts
about the company and its offerings.
Many recruiters turn-off the candidates
because they are unable to highlight
what the company does. Read about
your company’s background
its values and growth plans, its
competition, details of each and
every service, and the basics of
the related technologies. Do not
hesitate to ask the management so
that you can understand all the
details. This knowledge gives recruiters
a sense of confidence while speaking
to candidates and therefore, adds
to their convincing power.
2. Understand the job requirements
properly
Insist on getting a proper job description
and job requirements from the team
heads. Tell them that this is the
most important aspect of sourcing
the right candidate. You might send-off
a good candidate if you are unable
to project the job details properly.
This will also help you while searching
for candidates in databases. A good
job description contains the following:
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The designation and the level, along
with the reporting structure
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A brief overview of the job
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Details of day-to-day activities
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Key performance metrics
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Ideal candidate profile, qualifications
and experience
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Soft skills and technical skills
required
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Remuneration and perks
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Learning opportunities
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Growth prospects
Personalize the job description
while sending out introductory emails.
3. Source and screen the
right candidates from the right
places
Build your own process for sourcing
candidates. You can get the right
people from your past network, job
portals, internal database, trade
journals, directories, conference
registrations, associations, newsletters,
online user groups, news groups,
web portals, or forums. You might
also ask for referrals. Screen each
and every resume to find the best-fit.
Present fewer candidates on open
requisitions and be certain the
ones you do present are magnificent
candidates who clearly fit the position
profile.
4. Enhance your interview
and assessment skills
The worst thing that a recruiter
can do is to fumble and sound like
he doesn’t know much about
the company or the job when the
candidate asks any question. If
you have done your homework correctly,
the next step is to ask the right
questions to assess the candidates.
You may ask the manager for the
appropriate questions and expected
answers. Learning body language
and expressions might help too.
5. Convince the best candidates
to join the company
Build a list of reasons why your
company is great to work for. Why
should a candidate pick your company
as compared to the others offering
the same job? Beware: Do not lie
as it might lead to dissatisfaction
later. Also, do not wait for candidates
to ask you these questions; be proactive
and talk about all these things
yourself.
Once you have convinced the candidate,
personally follow-up every detail
till joining and beyond. This will
help you in creating your own network.
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