Are you able to satisfy your clients by providing them with required numbers and skills of candidates? Are your one of the most preferred recruiters for your client? Or are your recruiters struggling with dilemmas like ‘candidates communicate well, but do not turn up to the interview’; or ‘how do I assess if the candidate is genuinely seeking a job’?
Indeed, recruitment is observed of being one of the challenging professions in 2018-19, especially in countries like India. With changes in IT and other sectors, job prospects are getting unpredictable, competition is tougher and ability of job-seekers to access an availability from multiple sources have all added concerns to the recruiters. But in reality, recruitment is an interesting field. With sound approaches it can be executed fruitfully.
We bring some of the common mistakes made by recruiters, and possible solutions for the same.
Closed- Ended Questions:
Hi..I am calling to discuss a job opportunity, are you free? Hello, are you looking for a job?
Are we serious here! We are limiting our potential candidates to answer in as simply as a ‘yes’ or a ‘no’. If the answer is yes, then you are leveled to next set of questions, however the whole conversation comes to an end if the potential candidate reply you back with a icy-cold ‘NO’.
Instead, sounding interesting, creating an attentive desire in the minds of job-seeker can make you stand a unique recruiter among the crowd. Having more open questions like ‘what in your current work makes you leave it’ instead of are you looking to change your career (or alternative job), will allow job-seekers to open up discussion. This not only allows you to understand candidate in depth but to explore how serious candidate is? And if he will be a potential fit for your client.
Communication through limited means:
Technology has gifted us with formal and informal communication channels at the snap of our fingers, but how well are we utilizing them as recruiters? is the key question. Appreciate the fact that recruiters are pushed to meet with filling vacancies on short-notice and meet unrealistic deadlines, however, this does not undermine the fact that we are ‘recruiters’- head-hunting the best skills for our esteemed clients.
Recruiters often send a Whatsapp message, an SMS, or make a call or just email the potential job-seeker. Often telephonic communications are made with an assumption that everything is communicated. But what if you were unfortunate, that communication has been misinterpreted? What if an email sent remains under the heap of ten other unread emails?
Wise recruiters send a follow up email following communication and vice versa. Have you ever tried fusing all the three? Believe me, it work wonders!! Ask us more
Poor Follow ups:
As mentioned earlier, communication is the key to success, but it unlocks only when the right pitch is made at right time and in right tone. For instance, when a candidate state that he or she will be available to take your call at 3.00PM, then this should be at the top priority on your checklist at 3.00 PM. Remember! Tables have changed and recruitment is now more of marketing. You as recruiters are the marketers and job-seekers are the consumers, what is sold or being negotiated here is the position or the vacancy. If you still wonder over how does this fits? then you have to recall that you are not the only recruiter here. If you fail to sell effectively, then probably some other seller (recruiter) will do.
The Traditional Recruiter Belief:
I hope you are not the one! My experience with many recruiters have often lead me to one of the common, typical recruiter assumption – ‘if a job-seeker needs a job then he will obviously call me back’.
Yes Indeed, this monopoly worked, but probably a decade ago. I am afraid, this is reality today, that if a job-seeker needs a job he will scrutinize and knock at a ‘SOURCE’ and not only ‘YOU’. We as recruiters have to accept the fact that today Job-seekers can apply on corporate websites directly, contacted by multiple-recruiters, social media etc, So in order to ensure that our candidates multiply in numbers, it is important to come out of this traditional myth and follow the modern recruiting trend – Recruitment Marketing!
Quality matters over quantity:
Giving out tight deadlines is one of the constrained factors shifting recruiter focus from quality to quantity. Yes, managers and agencies should understand that 1 good turned up profile is way much better than 10 unfit (or 8 never-turning) candidates. Recruiters focus should hence be high on quality candidature regardless of numbers. Adding on number of irrelevant/less sophisticated profiles will lead to nowhere but unhappy client. A better alternative could also be communicating with clients in terms of clear job- descriptions and anticipations to ensure that their demands are clearly understood.
Personalizing is all about how well a relationship of trust is nurtured between the recruiters and job-seekers. Recruiters often limit to a straightforward communication where an open opportunity is discussed in general terms to all candidates in a similar tone. Yes, it is as complicated as it sounds. Smart recruiters have a capability to secure job-seekers belief that a job opportunity is uniquely relevant only to special candidate profiles.
A potential job-seeker cannot be judged of attending the interviews you have scheduled for him (or her) just because you did it or spoke to him (or her). Before taking and after completing every call with candidate ask yourself these two golden questions:
– Why would this candidate follow up with my schedule?
– How have I differentiated myself from other recruiters?
If you genuinely are giving yourself, satisfactory answers, then you are all set to go!!!
We at Adroit Universe, aim at rendering best of support and development skills to ensure that opportunities are accessible to all. We aim to maximize benefits by sharing knowledge and experiences of other similar communities. If you are looking to explore more on developing your recruiter skills and talents, then probably a discussion will be worth it.