These five daily practices will help you to be a rockstar recruiter and stand out from the rest.
Pressure to hire the right people has created an intensely competitive recruiting environment. Technology has permanently changed how people hire and how people look for jobs. The landscape is flooded with applicants, so talent acquisition now requires a more analytical approach. Tracking key recruiting metrics is essential, and recruiters must utilize software that tracks recruiting at a high level. From these metrics, you can decipher strategies that work and how to maximize your ROI.
2. Follow Up with Candidates
The most frustrating part for job candidates is the lack of feedback to their application or resume. In order to maintain strong relationships with candidates, good recruiters must be responsive to emails and communications in general. Candidates will become resentful if they are left in the dark for too long, so keeping professional communications is necessary.
3. Actively Source Multiple Channels
Strong candidates are not always easy to find, and are very much in control of today’s talent acquisition landscapes; companies are competing to find the best. To stay on top of the recruitment game, use multiple channels to post job positions and promote your employment brand, including job boards, social media networks, and career sites.
4. Passive Candidates
A majority of corporations say that connecting with passive candidates is an important strategy. This is why good recruiters make it simple for passive candidates to submit basic information. Talent pools allow companies to group passive candidates by interest, and target these audiences with recruitment campaigns. The aim is to keep the attention of who is interested in your company, but not yet ready to apply.
5. Build Relationships with Hiring Managers
Hiring managers and recruiters are uniquely positioned to notice different problems in the hiring process. If you don’t understand the hiring manager’s personality and expectations, how can you possibly find a candidate who will fit? Receiving feedback on a regular basis allows you to see what worked, what didn’t, and what internal improvements can be made for the next search.