Essential Habits of Highly Successful Recruiters

Essential Habits of Highly Successful Recruiters 

Highly successful recruiters can easily determine a candidate's value because their job involves handling various tasks to evaluate candidates. This job becomes complicated as they need to assess skills, attitude, character, and other intangible qualities. Recruiters often struggle to decide if a candidate would be a good fit for their organization. Additionally, there's usually some disagreement among recruiters about how important a candidate's qualifications is. 

If a job seeker had a bad experience with the HR department, they might choose not to apply, even if the organization or the job is perfect for them. Being a recruiter in modern times is a tough job because you need to be the "face of the company," understand people, manage them, research the market, plan for the business, and more. It can feel overwhelming, so it's important to develop habits that make you more productive at work. Recruiting is like many other things in life. You can put in your best effort and hope for great results, or you can do things halfway and end up frustrated. The goal is to strike a balance where your hard work leads to success. 

What Makes a Recruiter Successful? 

While success can be seen in various ways since everyone has their own idea of it, effective recruiters tend to share some common traits. Ultimately, their goal is to find candidates who will make a real difference for their company and clients. Great recruiters accomplish this through seven key habits, and even though each recruiter's journey might be unique, this list captures what it takes to be successful in recruiting. 

A strong rapport with candidates is built by a good recruiter. They think ahead, work well with hiring managers, maintain an open-minded approach, show empathy towards candidates, assume various roles, constantly seek self-improvement, represent the company effectively, and have a firm grasp of recruiting fundamentals. 

How to Be a Successful Recruiter? 

  • Build relationships 

Statistically, more candidates are rejected by recruiters than those they hire. It is expected that recruiters send post-interview rejection letters as a standard practice. However, what sets good recruiters apart is their ability to turn rejections into relationships. The emphasis is on sending personalized emails and establishing genuine connections, even when turning down candidates. Small positive details from interactions with rejected applicants are remembered and used to infuse a personal touch into messages. Candidates' strengths are highlighted, and potential other job opportunities may be suggested. Furthermore, ongoing communication is maintained for future job openings. 

  • Think ahead 

Value is added by recruiters to their company not just by waiting for job openings to be announced before candidates are sought after. Pipelines are built in advance, and past applicants are maintained in contact. Passive candidates are engaged, and a strong network is established as well. 

Experienced candidates are found in well-known places such as GitHub for developers, and new talent is discovered in unexpected corners like obscure Slack channels. Social media recruiting is embraced without hesitation, and when a department shows signs of expansion, collaboration with managers is initiated to forecast hiring needs. 

To keep abreast of hiring practices, they go to HR events. Development is the main goal of HR, both for businesses and people, and a skilled recruiter keeps that in mind. 

  • Play well with hiring managers 

In certain situations, disagreements between recruiters and hiring managers can arise due to conflicting interests. To achieve success in their role, recruiters must find ways to address these discrepancies and harmonize the demands of hiring managers. 

While candidate experience is often a popular topic of discussion, it's important to recognize that the experience of hiring managers holds equal importance. It should be noted that hiring managers may not always possess sufficient time or knowledge to comprehensively grasp the entire hiring process. Skilled recruiters leverage their expertise to draw attention to potential issues that might be challenging for hiring managers to identify on their own, such as subtle indicators suggesting that a candidate could become a disruptive team member in the future. 

Understanding how each manager thinks is a key aspect of effective recruitment. In some cases, hiring managers may need to decide between multiple top candidates. In such situations, thorough screening interviews should be conducted by recruiters to ensure that there are no significant deal-breakers that may arise later. 

  • Keep an open mind 

Recruiters are wise not to make snap judgments based solely on a candidate's resume or appearance. While a marketing manager might excel at crafting an impressive resume, and a salesperson can certainly present themselves persuasively, these qualities don't guarantee their effectiveness in their roles. The question arises: should a recruiter dismiss a developer due to a poorly structured resume? The answer lies in the recruiter's ability to dig deeper and discern whether the candidate's skills genuinely align with the job's demands, looking beyond the surface. 

Operational and behavioral interview questions help find good candidates. Recruiters ask for details and tasks to see how candidates handle their job. The best recruiters focus on diversity, not just the usual qualifications. They might suggest someone who is passionate and brings new ideas, even if they have a different background. Instead of hiring someone just because they fit in, good recruiters consider candidates who add to the company's culture. 

  • Confidence 

The reason extroverts are often drawn to the recruiting industry is that it entails a great deal of networking and engaging with numerous individuals. Confidence proves to be quite advantageous in this profession. Not only is it crucial for recruiters to have self-assurance, but they should also possess trust in the skills they can provide to clients and candidates. 

  • Good communication skills 

Effective communication plays a vital role in recruitment, with recruiters needing to excel in both in-person and phone/email interactions. Throughout the recruitment journey, clients and candidates anticipate staying informed, and it is crucial that they are regularly updated and served as intermediaries by the recruiter. 

  • Approachable demeanor 

Building positive professional relationships with clients and candidates, as well as being likable, is crucial for future business success. When recruiters are not perceived as particularly personable, it can lead to discomfort for the client or candidate. By establishing a strong rapport with everyone you engage with, trust is naturally cultivated. These professional relationships, in turn, facilitate future business opportunities, as they are more likely to want to collaborate with you in the future or recommend your services to others. 

  • Good listener 

Recruiters are recognized for their skill in carefully understanding the needs and preferences of both clients and candidates before moving on to promote themselves. By investing time in getting to know the goals of each party, the process of filling roles becomes considerably smoother. 

  •  Strong sales skills 

Recruiters are recognized for their skill in carefully understanding the needs and preferences of both clients and candidates before moving on to promote themselves. By investing time in getting to know the goals of each party, the process of filling roles becomes considerably smoother. 

  • Target driven 

A recruiter must be motivated and able to function well under pressure because the recruitment industry is quite competitive. Recruiters are incentivized to meet their goals since they frequently receive commissions or bonuses based on their performance. Should you be unwilling to work hard to achieve these goals, your earning potential will be greatly reduced. 

  • Good at multi-tasking 

Recruiters must have the ability to manage many projects concurrently since they frequently work on several jobs at once, for a variety of clients. They must also be adept at efficiently managing their time because there may be occasions when particular tasks need to be prioritized above others due to a greater degree of urgency to fill the position. 

  • Patience 

Rescheduled interviews or not finding the ideal candidate in the first round are common occurrences, thus the recruiter needs to exercise patience. Even while this can be annoying at times, it's crucial to maintain your composure and act professionally. 

Habits of Successful Recruiters 

  1. Continuously learn about being an HR

Consider this as part of your daily routine for growth and development. It's essential to gather insights and knowledge from others to enhance your skills as an HR professional. Valuable ideas and perspectives may have eluded you until now, and you can discover them through various mediums such as books, podcasts, and articles. As you begin your day, while sipping your morning coffee, you can make the most of your time by feeding your mind with new concepts. It's possible that you'll come across a few valuable insights that can be seamlessly integrated into your daily tasks, benefiting your professional journey. 

  1. Connect with candidates 

Candidates are often connected to the company through recruiters, who address their questions and concerns before they meet the hiring manager or management. Recruiters should aim to respond promptly, show a genuine interest in resolving candidate queries, and highlight the company's positive aspects to maintain or strengthen candidates' desire to join. According to a study by IBM, 54% of job seekers accepted job offers when they had a pleasant candidate experience. These simple interpersonal actions can play a crucial role in attracting top talent. 

  1. Use recruitment software

An effective recruiter is aware of how valuable technology can be. It not only increases productivity at work but also significantly boosts performance. Finding candidates more effectively and quickly can be achieved by using recruitment software, such as an Applicant Tracking System (ATS). You'll be able to save time and effort and have more chances to thoroughly screen applications as a result. 

  1. Utilize social media

Social media expands the scope of your recruiting efforts beyond job boards and career pages. Through this platform, job ads can be posted, increasing your reach to a wider audience. Specific niches can also be targeted, and connections can be established with applicants who express interest. Additionally, employer branding can be enhanced, and a deeper understanding of applicants, beyond their resumes, can be gained. Various other benefits can also be harnessed through social media for recruiting purposes. 

  1. Improve employer branding

Improving employer branding is crucial for increasing application rates, particularly with passive candidates, and enhancing the likelihood of successful onboarding. Various strategies can be employed, such as posting about company culture and creating engaging content, to achieve this broader role expected of high-performing recruiters. 

  1. Encourage employee referrals

Encouraging employee referrals in 2021 can be highly beneficial for your business. It's a well-known fact that 45% of referred employees tend to stay with the company for four or more years, guaranteeing you a quality hire and a good return on investment. This is why it's important to create an atmosphere that fosters employee referrals. 

In this digital age, the power of social media allows you to build an "internal army" of your coworkers to aid in recruitment efforts. Those who are referred are often more inclined to apply, as they trust their friend's recommendation. This collaboration among colleagues is a valuable resource for any high-performing recruiter looking to benefit the organization. 

Final Thoughts 

Finally, it's important to thoroughly examine reports on a monthly basis. This will enable ongoing improvements as you continue your recruiting efforts. These data-driven insights are essential for identifying bottlenecks and determining where you should concentrate your efforts. The significance of big data should not be underestimated. By meticulously evaluating and incorporating adjustments based on this data, you'll consistently achieve your goals without the need for random trial and error. 

Social media: Unlock Your Recruiting Success! Are you looking to enhance your recruiting skills and become a top-notch recruiter? Discover the essential habits that distinguish highly successful recruiters from the rest. From building lasting relationships with candidates to playing well with hiring managers, keeping an open mind, and mastering communication. Dive into this comprehensive resource to supercharge your recruiting career and achieve unparalleled success. Read the full article now to unlock your full potential as a recruiter. 

 

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