3 Indispensable Recruiting Strategies for Success
If you are a recruiter and/or in charge of recruiting for your enterprise, you may occasionally feel like an undervalued and overwork mercenary constantly looking for ways to attract top talent away from your competitors. When your clients want salaries 20 percent above market standards or a hire in the next 24 hours, you may feel at your wits end as you try devising recruiting strategies for success that can meet your client’s high (and sometimes unreasonable) expectations. Because of the recession, you see more candidates applying for fewer positions while hiring managers are doing their best to remain effective with limited resources. How can you set yourself up for recruiting success in this environment
Speak Candidly With Your Clients
As a recruiter, you have clients on both sides of the equation. You have the enterprise in need of talent and the talent in need of an employer. Your recruiting strategies for success should start with a fairly candid conversation with your client. Remember, this is your area of expertise, so your client may not know their demands are unrealistic without your market experience. What’s the solution Educate your clients.
For example, if your clients asking for an over-the-top salary, say something along the lines of, ïI’ve recruited several professionals in your occupation with similar qualifications recently and conducted several independent market studies regarding salary in this niche. My experience suggests your salary expectations are ten to fifteen percent higher than market averages.ï
If an employer is asking you to fill positions without adequate recruitment time, give them a response like, ïAs in your business, you want to make sound investments that will pay off in the long run. While you can’t allow top investments to rest on the market, you also must take the time to properly vet the investment or you might find yourself spending money and time with little benefit. Recruiting works the same way.ï
Cultivate Your Position as an Advisor
Before you jump right into advising, make these two careful notes:
-Many job candidates are on the job market either because they are unsatisfied with their current employment or they are unemployed. These individuals are more interested in surviving than developing an intimate market knowledge.
-Many hiring managers are only in touch with the employee sourcing side of recruitment and are often operating without enough talent and resources while looking to hire.
As an advisor, you bring a thorough knowledge of both sides of the market as well as your professional experience to the table. In this sense, you are the expert for recruiting strategies for success, but you have to make your clients believe this fact.
If you want to be seen as an advisor, you have to be seen doing an advisor’s tasks. Too often, your clients will only see you conducting administrative tasks related to paperwork and conducting interviews. Make sure your clients witness you giving useful and actionable advice as often, if not more than, you completing the less exciting tasks of recruitment.
Don’t Forget to Manage the Account
As a recruiter, you don’t just work a company’s hiring managers. You are also in charge of the account as a hole. What’s an account Your account might be a company if you’re an independent consultant. However, if you work with a specific enterprise, your account might be a division or department. An essential element of developing recruiting strategies for success is understanding the difference between the individuals and accounts.
What does a hiring manager need
-Daily operational tasks completed
-To conduct interviews that establish a candidates ability
-A specialized team
What does an account need
-A hire for the long term
-Talent capable of innovation
-To conduct interviews that contribute to an ethical hiring process
-A dependable workforce
Remember, if you complete the hire, that doesn’t mean you’ve grown the account or considered its best interests. When necessary, gently remind your clients to consider both long and short-term considerations.
Recruiters get a bad wrap and may frequently end up the scapegoat, but if you want to change that perception, you’ll have to start approaching your hob as an educator, ally and advisor. If you use these effective recruiting strategies for success from the beginning, you’ll earn more respect and help your clients set rational expectations. For more information about top recruiting strategies, use other Resume Builder resources and articles to learn more about the process and current job market. Tailor your strategy to your needs and start getting top talent in your office.