There is no dearth of the job availability for the professionals. You cannot disagree with the fact that its the recruiter who literally has to hunt the candidates and always finds it hard to actually make the potential employee join the company. During his notice period, he may interview somewhere else, ditch you midway or even his current company might retain him.
In such scenarios what matters the most is having a candidate database for backup, geat connections with other recruiters and the best of communication tactics. The first two help you find a new one and the last one helps you in not letting the already selected candidate slip off your hands.
So, keep reading this blog as we take you through the ways to be the recruiter- a recruiter of worth-a recruiter every candidate and recruiter would want to connect- a recruiter worth knowing (RWK). Let’s begin.
- Stay active on LinkedIn-
Essentially, as a recruiter, it is very important for you to have a good profile on LinkedIn. Moreover, it is also necessary for you to make your presence felt. For the same, you should keep posting on LinkedIn. Make sure the content is relevant to what you do. Instead of posting about your family or kids, try posting about your experiences during interviewing a candidate, problems that recruiters face, tips for candidates, and how great your workplace is. Say things that inform the recruiters and the professionals, try to connect with your posts like telling them how inclusive your workplace is. Also, recruitment and payroll management software won’t help you in that at all, that requires effort, but worth it all. All of this will help you in increasing your reach and give an impression of the knowledgeable recruiter.
- Make sure you listen-
It is very important to listen to the candidate, whether you approached them for the opportunity or they approached you. Try to dig out information from their minds first. What is that one thing that worries them in their current organisation? Use it to turn the tables and make them interested in the offer you have for them. Not listening to the candidate’s say and keeping your requirements above everything won’t make you any good recruiter or recruiter worth knowing.
- Set the right pitch-
Have a basic pitch ready for the candidates, but amend the same as per the expectations of each candidate you talk to. You can even find the candidates on LinkedIn and pitch them your requirement simply with a nice, short, simple message in the beginning. You can even tell them that you use HR and payroll management software for better transparency in your organisation. - Tell the candidate he is special-
There’s very simple logic- where would you yourself want to fo (even in personal life)? Clearly, wherever you would feel more welcomed. So, the candidate may be giving interviews, you should try to stay in touch and tell them how much you liked them for the profile and how great opportunities your company has.
Apart from all this, while you will be using LinkedIn properly, you will have connections to rely on if in case after so much effort the candidate you selected turns your back to them.
