In today's technology-driven world, you might think automation and AI will soon overtake the field of recruiting. But slow down! Technology plays its part, of course, but human-to-human interaction is still the most important piece of the puzzle. Hiring the best talent is still an endeavor best suited for good recruiters.
But how do you become a "good recruiter"? While we can't say enough about experience and mentorship, there are plenty of techniques you can use to improve your status as an effective finder of talent. Start with the following four tactics.
1. Be confident in your expertise
Sure, we've all heard the phrase "fake it til you make it." But how far does that get you?
In most cases, you are the first point of contact between the candidate and the company you represent. If you're not up to par with the nuances of the open position, the candidate will probably see right through you. The illusion of confidence might lend itself well to certain situations, but as a recruiter you need to be rock solid. Think of the open position as an expensive bottle of wine, and the candidate as a wine expert. Faking your way through the sale is unlikely!
So how do you increase your confidence as a recruiter? The simple answer: build up your knowledge base. Learn everything there is to know about your company (its history, its future) and every job role within it. Become an undeniable expert in how each position fits into your company, and how your company fits into the industry as a whole. A deep knowledge base almost always translates into confidence in your ability to sell a product - or in your case, recruit a candidate.
2. Develop a strong recruiting strategy
Transforming yourself into a confident recruiter is one thing. Becoming a competent one is a different challenge altogether. It all starts with constructing a best practice recruiting strategy.
A strong strategy should always begin with a thorough assessment of the company and the open position. Does the position absolutely need to be filled, or can its responsibilities be distributed amongst other team members? If it does, is the job description compelling, branded, and consistent across all job posting channels? Will you be sourcing candidates internally or externally? Are their candidates in your pool who you can revisit? How will you vet prospects?
A polished recruiting strategy should be tactical and well-planned. In today's hyper-competitive job market, you simply cannot afford to gamble with your hiring process. Develop a recruiting strategy with your organization's stakeholders, then execute that strategy as efficiently as possible.
3. Be candidate-centric
Always remember: recruiting is all about the candidate. It's not about you, the company you work for, or the position you're trying to fill. It's about building relationships with people - and hopefully persuading the best of them to continue that relationship into the future. Here's how you can ensure your candidates experience a pleasant experience throughout the hiring process:
Build an appealing web presence and put your best foot forward - Nowadays, most candidates will first interact with your company through a job board or on social media. For this reason, make sure your organization's brand messaging is compelling and attractive to potential hires. Before a prospect interacts with you or anyone on your team, make sure their initial virtual experience is as personalized and human as possible. How often to you look at your postings/careers page from an applicant's perspective?
Listen first - Your prospects aren't expecting you to be their best friend, but they would certainly appreciate some empathy. Understanding their past experiences, pain points, and aspirations will only help in convincing them that you represent a company that values its employees.
Maintain honest and direct communication - Total transparency goes a long way in the eyes of your prospects. Nobody enjoys being left in the dark, especially when it comes to one's career and livelihood. Be as open as possible with your prospects so they understand the job role, the company, and where they stand along the applicant journey.
4. Stay organized
You might be okay with leaving your house in a state of chaos, but leading a disorganized professional life typically does not translate into success. Recruiting is a data intensive process that requires you to manage an overwhelming amount of information, so staying organized is a necessity!
Applicant tracking system (ATS) technology allows you to efficiently store, manage, and analyze all of your applicant data from a centralized platform. Post to job boards, communicate with applicants, schedule interviews - streamline your overall hiring process using the ATS that works for your business. To see how The Applicant Manager can help your organization find and hire the best candidates, schedule a demo with us today!