The 7 most in-demand skills for recruiters: 1. Communication Because a recruiter is often the first person a candidate connects with, it’s crucial to be a good communicator. On any given day, you’ll probably stay in touch with candidates and hiring managers through multiple channels, including InMail messages, Zoom meetings, phone calls, and email. The more clearly and effectively you communicate, the more likely you are to make a successful hire. 2. Human Resources (HR) At its core, talent acquisition is — and always will be — about people. The best recruiters know how to connect with people, coach them, and help them achieve their goals and dreams. They can also speak knowledgeably on a wide range of HR topics, including employee well-being, flexible work, corporate social responsibility, pay transparency, and diversity, equity, and inclusion. 3. Sales Yes, a recruiter’s job is to sell high-quality candidates to hiring managers. But they also have to sell the company to candidates. This means listening to what candidates want, anticipating their needs, and persuading them that the company is right for them (if it is). In this new era, recruiters can rely on gen AI to research candidates’ LinkedIn profiles, social media, and websites and learn what matters most to them. 4. Training Many employees dread training, even if a course is crucial for their job. That’s why more and more companies want to hire recruiters who know how to create and present engaging presentations. The best recruiters can spot when a skill is needed and design content that keeps learners engaged. This is especially important now, when TA and L&D teams are working more closely together than ever. 5. Interviewing If there’s one thing recruiters need to do well, it’s ask questions. The better the questions — and the more you can put someone at ease while asking them — the more you’ll learn about a candidate. This is especially important in hiring for skills. 6. Management In uncertain economic times, a good manager can be the deciding factor between whether a recruiting team stays motivated or suffers from low morale. Management skills are that important. A manager who listens to recruiters, motivates them to achieve goals, and helps them grow in their career can guide teams through rough waters with a steady hand and keep the team energized whether the sailing’s smooth or turbulent. 7. Sourcing For recruiters to do their job well, they need a pipeline of qualified candidates, and for that, they need to be good at sourcing. Yes, it takes time and energy to find high quality candidates. You have to create a sourcing strategy, conduct Boolean searches, leverage emerging generative AI tools, and make direct calls to prospective candidates. But if it means that you find the best talent faster than your competition, it’s worth every minute.
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Strategies for New Recruiters: A Guide to Success Starting out in the world of recruitment can be a daunting experience. From honing your ability to identify talent to mastering the art of negotiation, the learning curve is steep. Here are some invaluable tips to set you on the path to success in the recruitment industry. Build Relationships First: The heart of recruitment lies in the power of relationships. Focus on developing a strong network by genuinely engaging with clients and candidates. Prioritise trust over transactions; remember, a solid relationship can lead to multiple placements over time, not just a one-off success. Know Your Industry Inside Out: Become an expert in the field you're recruiting for. This in-depth knowledge is crucial. It enables you to understand the nuances of the roles you're filling and the specific needs of your clients, which in turn, helps you to match them with the perfect candidates. Master the Art of Active Listening: Success in recruitment often comes down to your ability to listen. By truly understanding the needs, aspirations, and concerns of both candidates and employers, you can create better matches and find solutions that others might miss. Leverage Technology Wisely: In this digital age, recruiting is not just about face-to-face networking. Embrace technology to streamline your processes, from applicant tracking systems to LinkedIn. However, always maintain the human touch—no software can replace a recruiter's intuition and people skills. Always Follow Up: Whether it's an interview feedback call or a simple check-in with a client, your diligence in following up will set you apart. It demonstrates your commitment and can provide insights that inform your next steps, ensuring a smoother recruitment process. Invest in Continuous Learning: The best recruiters are lifelong learners. The industry is always evolving, and staying abreast of the latest trends, tools, and techniques is essential. Whether it's through formal training or informal networking events, commit to your professional development. Remember, as a recruiter, you are partnering in some of the biggest decisions of people's lives—changing jobs and shaping teams. With these strategies, you can build a fulfilling career that touches many lives, helping them grow and succeed. #RecruitmentAdvice #CareerDevelopment #RecruitingSuccess
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The power of "Follow-Up" in recruitment❗ If you had to select one action in the recruitment process that holds significant impact, what would it be? For me, it has always been "Follow-up." This simple yet crucial action distinguishes true consultants from transactional recruiters and applies to both clients and candidates. Recruiters: ➡ After interviewing candidates, communicate your next steps and keep them informed of progress. ➡ Provide prompt feedback after candidates meet your clients, avoiding leaving them in limbo as their current personal or mental state might lead them to anxiously await your updates. ➡ Ensure rejected candidates are informed about the outcome. While many recruiters excel at updating candidates who progress in the process, they may neglect those who didn't make it this time. ➡ Even if there's no update, reassure candidates that you're actively working on their case and will provide news as soon as possible. Clients: ➡ Maintain communication with your recruiter or directly applied candidates regarding application status. Prolonged waits can lead to negative candidate experiences during the application process, damaging your company's reputation, regardless of accolades like "Best Place to Work." Candidates: ➡ Update your recruiter about any changes in your status. Your recruiter works tirelessly on your behalf, engaging in tough conversations with clients to secure the best offer. It's unfair to keep them unaware if your circumstances change, and you're no longer interested in the role. There are more points to highlight for all parties, but it's essential to emphasize that this simple action will undoubtedly have a significant impact, whether positive or negative. So, let’s follow up and stay professional. What other actions can you think of that can make a big impact on the recruitment process❓ #recruitmenttips #stayprofessional #followingup
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Empowering specialist eye surgeons to grow & scale their practices and achieve their "ideal exit" | 20+ years of experience | Scalable Business Advisor
How we execute a hiring funnel that filters through job candidates and has you interviewing the top 1% in just 2-3 hours of work. Hiring sales reps, patient liaisons, and marketers is like attracting patients to your practice. The same principles apply. This proven process has resulted in many great hires for our customers and ourselves. Here are the steps we've taken that have worked for us: Step 1: Identify the Ideal Employee Avatar - It all starts here. We're hyper-specific about who would make an IDEAL team member for the role. We identify who they are BEFORE and who they will become AFTER. We sell the transformation from who they are to who they will be in three years (our ideal employee retention period). Step 2: Sell the role to the Ideal Candidate - We write job descriptions like advertisements. Most prospects will read the headline first, then the rest. We are hyper-specific with the need (while mentioning that the job will NOT be easy) to attract the best candidates and repel the rest. Step 3: Weed out the passive appliers and bots. Application forms ask yes-and-no questions and short answer-type questions. We then sort, rank, and disqualify candidates by the answers to our questions first. Then, we look at their resume before moving on to the next stage. Step 4: We grade mercilessly. We've had over 300 people apply to the jobs we post, but only 15% tend to move on to the next step. This process, when done right, takes 1.5 hours. Step 5: Make them take the next step. We invite all applicants to shoot a 2-minute video introducing themselves. In the video, we want them to tell us why we should choose them. They should also say why they want to work for us and show how they've lived our company values. Step 6: Use a hiring scorecard. We use a hiring scorecard for every role we hire for. This scorecard tracks the candidate's performance against a minimum score on interviews. Everyone who interviews the candidate uses the scorecard. About 5% of the applicant set sends a video; we shortlist 1% and make at least 2 hiring offers. Hint: We tend to hire in pairs. At worst, one might wash out, and at best, they'll see each other as worthy rivals. We've now amortized our onboarding and training costs by 50%. Free free to use this framework. It works great for us; do what you like. #HiringSuccess #TopTalent #EfficientHiring #RecruitmentStrategy #JobHiringTips
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My journey as Headhunters: Lessons Learned : Early Days: 1. Initial challenges: cold calling, rejection, and resilience 2. Learning from mentors or industry veterans 3. Developing a niche or specialty (e.g., tech, finance, healthcare) Key Lessons: 1. Importance of building relationships and networking 2. Understanding client needs and customizing approaches 3. Effective candidate sourcing strategies (e.g., social media, referrals) 4. Mastering the art of persuasion and negotiation 5. Adapting to changing market trends and technologies Recruitment Strategies: 1. Utilizing Boolean searches and other search techniques 2. Leveraging employee referrals and internal networks 3. Creating compelling job descriptions and ads 4. Conducting thorough candidate screenings and assessments 5. Developing a diverse and inclusive candidate pipeline Candidate Management: 1. Building trust and rapport with candidates 2. Managing expectations and communication 3. Providing valuable feedback and coaching 4. Ensuring candidate experience and satisfaction 5. Maintaining relationships with placed candidates Client Relationships: 1. Understanding client culture and needs 2. Delivering high-quality candidates and service 3. Managing client expectations and communication 4. Providing market insights and intelligence 5. Building long-term partnerships and repeat business Personal Growth: 1. Overcoming self-doubt and imposter syndrome 2. Developing emotional intelligence and empathy 3. Time management and prioritization skills 4. Staying up-to-date with industry trends and best practices 5. Maintaining work-life balance Industry Insights: 1. The impact of AI and automation on recruitment 2. The rise of remote work and virtual teams 3. Diversity, equity, and inclusion initiatives 4. The importance of employer branding 5. Emerging industries and job markets Best Practices: 1. Utilize technology to streamline processes 2. Continuously develop and refine skills 3. Foster collaboration and knowledge-sharing 4. Stay organized and efficient 5. Maintain confidentiality and professionalism Challenges Overcome: 1. Rejection and resilience 2. Difficult clients or candidates 3. Meeting tight deadlines 4. Adapting to new technologies or software 5. Maintaining motivation and enthusiasm Advice for New Headhunters: 1. Be proactive and persistent 2. Develop a strong network and relationships 3. Stay curious and keep learning 4. Focus on quality over quantity 5. Prioritize candidate and client experience Closing Thoughts: 1. Reflections on personal growth and achievements 2. Gratitude for mentors, colleagues, and clients 3. Excitement for future challenges and opportunities 4. Commitment to continuous improvement 5. Encouragement for others to pursue a career in headhunting.
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Recruiting is still an art… not a science Not a revolutionary thought, but while I have had time off recently I have been researching recruiting tools and I have to say, there is some pretty amazing stuff out there! While AI is new in many industries, we in recruiting have been using it for years in tools to screen resumes. In today’s market there are fantastic tools that can help recruiters brand their company or specific roles, do candidate marketing (including writing the messages), complete candidate screening and full interviews and do all the scheduling… just to name a few. I think this is fantastic! The more we can leverage tools to allow our recruiters to be more efficient and remove some of the administrative tasks the better. But as I read through articles I was struck by the fact that the overall tone of many of them is that companies can reduce (or in the case of one article) get rid of recruiters all together. Instead they would be replaced with specific tools and maybe a coordinator to help with the administrative and onboarding tasks. Like I said, I am all in favor of adding tools to make our teams more efficient, but to suggest a recruiter’s role is to only perform those tasks is a bit short sided. I have always told my recruiters that they should think of themselves as Project Managers. Their role is not just to assist a hiring manager in making a hire, but to work as a partner and drive the whole process. Understanding when and how to pull in other resources (HRBP, Comp, Market intelligence, etc.) is a key skill. They need to understand the impact the role has on the business and be able to articulate that to candidates both throughout the process and especially at time of offer. And being able to negotiate with and close candidates throughout the entire process is critical. In today’s tech market there are a lot of great candidates out there actively looking for jobs and we tend to forget what it was like only a few years ago when the pool was small and we were all fighting over the same candidates. Strong recruiters who actively engage with their candidates via the phone make a huge difference in keeping the candidate engaged and ultimately in where they will accept an offer. They can even overcome things like comp challenges, location, and in-office work policies by truly understanding what is important to the candidate and making sure the candidate knows that exists in the role they are offering. To me, this is the artform that good recruiters show on a daily basis. And throughout my career I have received several hundred reach outs from candidates telling me what an amazing job one of my recruiters did to ensure it was a great experience and in many cases telling me that they were the reason they joined our company. Again, not a new concept, just one I felt deserves repeating. 🙂
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Job Seekers’ Edge - Principal | Career Transition Strategist | LinkedIn ProFinder Coach | Executive Job Search Coach
Week 29 The Art of Selecting the Right Recruiter: Your Updated Guide to Career Success You’ve been contacted by a recruiter—exciting, right? Well, maybe. Before you celebrate, it's crucial to understand that not all recruiters are created equal. Here's how to choose the right recruiter to ensure your career success. 1. Industry Specialization Does the recruiter specialize in your industry and area of expertise? In 2024, niche specialization is more important than ever. Recruiters with deep knowledge of your field can provide better opportunities and more relevant advice. Check their LinkedIn profiles, company websites, and reviews to verify their specialization. 2. Track Record and Experience How successful and experienced are they in your field? Look for recruiters with a proven track record. The best recruiters will have testimonials, case studies, or a history of successful placements in your industry. Use platforms like Glassdoor and LinkedIn to research their history and client feedback. 3. Candidate Collaboration How do they collaborate with their candidates? Effective recruiters will work closely with you, offering personalized advice, helping with interview preparation, and providing constructive feedback. In 2024, many top recruiters use advanced collaboration tools like AI-driven platforms to match candidates with the best job openings accurately. 4. Communication and Feedback Do they give you timely information and feedback? The recruitment process can be stressful, and good communication is key. Recruiters should keep you informed at every stage, from interview prep to post-interview feedback. Ensure they use modern communication tools, such as Slack, Zoom, or Teams, for timely updates. 5. Client Load How many clients do they usually work with at once? A recruiter juggling too many clients might not give you the attention you deserve. Ask about their current workload and how they manage their time to ensure they can focus on your needs. 6. Company Partnerships Which companies do they typically work with? A recruiter’s connections can significantly impact your job search. In 2024, leading recruiters will have partnerships with top companies in your industry. Check their network and the types of roles they frequently fill to gauge their suitability. 7. Personal Branding Remember, you are in charge of your personal brand. Make sure it’s not diluted by a recruiter who might send your resume to irrelevant companies or roles. A good recruiter should enhance your brand by targeting the right opportunities. Don’t settle for anything less. Call to Action There’s no need to tolerate a mediocre recruiter experience. Connect with Job Seekers’ Edge to access personalized guidance, timely information, and feedback that can propel your career forward. Take charge of your professional journey today and ensure you partner with the best in the business.
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Navigating the recruitment landscape can be a daunting task, but engaging effectively with potential employers can set you apart from the competition. Here are some tips to help you stand out during the recruiting process: 1. Research Is Key 🕵️♂️ Before you even begin the conversation, take the time to research the company and the industry. Understand their challenges, culture, and recent achievements. This knowledge will allow you to tailor your communications and show genuine interest. 2. Personalise Your Approach ✍️ When reaching out, whether it's through a cover letter or a LinkedIn message, personalise your message. Reference specific details about the company or the job role that resonated with you. This demonstrates attention to detail and a strong interest in the position. 3. Be Responsive 📲 Quick responses to emails and messages show that you are serious about the opportunity. It also demonstrates good communication skills and respect for the recruiter's time. 4. Ask Insightful Questions ❓ Prepare thoughtful questions that go beyond the information available on the company's website. This can be about the team you'll be working with, the company's future plans, or the role's potential growth opportunities. 5. Showcase Your Skills and Achievements 🌟 Highlight your relevant experiences and achievements that align with the job role. Use specific examples and results to demonstrate your capabilities and how they can benefit the employer. 6. Follow Up, But Don't Pester 📨 After an interview or any significant interaction, send a thank you note expressing your appreciation for the opportunity to engage. A follow-up email after a week can show your continued interest, but respect the employer's process and avoid excessive contact. 7. Be Authentic 🤝 While professionalism is crucial, don't be afraid to let your personality shine through. Employers are looking for individuals who will fit into their team and company culture. 8. Embrace Feedback 🔄 If provided with feedback, whether positive or negative, embrace it. Show that you are willing to learn and improve. This can leave a positive impression even if you don't land the job. 9. Network Effectively 🔗 Utilise LinkedIn and other professional networks to connect with individuals in the company. Engaging with current employees can provide you with insider knowledge and potentially advocate for you. 10. Prepare for Interviews 📚 Preparation is vital for interviews. Practice your answers, understand the STAR (Situation, Task, Action, Result) technique for competency questions, and be ready to discuss your experiences in detail. Remember, the recruiting process is as much about finding the right fit for you as it is for the employer. Engage with confidence, clarity, and authenticity, and you'll make a lasting impression. #RecruitmentTips #JobSearch #CareerGrowth
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