In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
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How to be a Good Recruiter: 4 Easy Steps to Hiring Success
In today’s technology-driven world, you might think automation and artificial intelligence (AI) will soon overtake the field of recruiting and hiring.
But slow down! Technology plays its part, of course, but human-to-human interaction is still the most important piece of the puzzle. Recruiting best practices are difficult to learn and apply, which is why you should strive to become a good recruiter, if not a great recruiter.
How to become a good recruiter
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.
You can 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 actually get you?
In most cases, you are the first point of contact between the job 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 if you want to become a good recruiter, then 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, etc.) 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 good 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 among 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