Recruiting Recruiters

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How to Recruit the Best

In today's vibrant and ever changing Recruitment Industry, recruiters are as diverse and varied as the positions they recruit for. How then can we hire recruiters that drive maximum value to our companies and clients? Considering the current state of the economy, this question is more prevalent than ever. This article is geared towards finding the right recruitment talent for your company or client. We explore key factors to consider when hiring and screening candidates.

For those seeking a position, this article can also serve as a guide to help you better prepare for your next interview.
Hiring the right recruiter is the first step towards clients hiring the right employees. Whether you recruit in a large corporation or for a specialist or niche firm, recruiters are at the forefront of talent acquisition. Working to recruit the right part of a team or management position can be critical to your client's or company's bottom line. Even As a contract recruiter, bringing the right candidates to a clients flexible workforce means ongoing business and the opportunity for important referrals.

As an internal recruiter, placing the right candidate not only gives job satisfaction and material rewards, but also helps the company succeed.

Itâ?Ts all About The â?~FITâ?T

How do we identify the right recruitment talent? Itâ?Ts always hard to find the best talent, and that applies to recruiters just like any other profession. There is no magic formula that determines success in recruiting. Desirable characteristics include people skills, sales expertise, flexibility, confidence, and adaptability. However, a critical and mostly underrated factor that bridges all these separate skills, is the â?~fitâ?T. In employing recruiters, we not only need to ascertain â?~fitâ?T for our own recruitment group, but â?~fitâ?T for companies and clients as well. Just as an (extreme) example I have known a recruitment consultant introduced to a company with the wrong â?~fitâ?T which ultimately brought an established company to a complete halt.

The first step in determining â?~fitâ?T is assessing skills and personality. A common mistake of recruiting managers is to screen recruiters based largely on â?~fitâ?T with their own personality preference or work ethic. A more effective approach is to employ recruiters who will appeal to target candidates and clients. Take time to understand the kinds of candidates the recruiter will have to interact with and the profiles and personalities of the managers and teams the recruiter will support. A good percentage of the recruiter's work will be customer-service oriented, so make sure the personalities of the recruiter and management line up. Ask your client or corporate client about their priorities and criteria. Who would they work well with? Etc

What do you mean by experience!

Next, look at the candidate's experience in line with your company/clients goals. Experience has two sides: industry knowledge and functionality. Screen candidates with both aspects in mind. First, what work experience does the recruiter have in the industry of your company / client? Second, what experience does the recruiter have recruiting and interacting with the professionals that you want to recruit? The ideal candidate will have both types of experience. In addition, candidates should have a level of sophistication and maturity appropriate to the position. For example someone recruiting industrial contractors will require a totally different type and level of sophistication than someone recruiting in the search and selection end of the industry. Although common sense it is key to be able to interact effectively with both the management and the candidates they will be sourcing. Good judgment, and the ability to adjust to new situations are also great salient points for recruiters to have.

What can they bring to the party!

Third pointer is make sure you factor know-how and industry recognised best practices into your recruitment process. Although Good recruiters add value (in certain circumstances)by bringing contacts and candidates to the table, It is far more important that they have the raw knowledge and ability to find new talent and continue to win over new clients with the drive to expand your company or clients portfolio, this will ultimately mean they must still have passion for the recruitment industry profession!

The Devil is in the detail?

Pointer number four is having the hard Evidence to be able to back up all of the above, not only will you need documents supported by detailed referencing, having a solid and well explained work history is paramount in the â?~fitâ?T process. Gone are the days when it was OK to recruit people thatâ?Ts work history had more holes than the England football teams defence. Companies today look to recruit corner stoneâ?Ts to build a solid business, although historically difficult to do it is by far the best starting point when recruiting new team members.

Creative Recruiters stay ahead!

Great recruiters have the ability to adapt and adjust market focus to reflect the times. Today, many recruiters are finding new industry sectors with rapid growth potential or implementing recruiting methods that can either save their clients money or sectors which have a distinctive candidate shortage, Whilst not forgetting to make sure they are providing an excellent recruitment service by utilising the very latest in online recruiting, methods, technology and media.

Finally.

When employing a recruiter in today's changing economy, find out what they've been doing, (apart from applying for your job), to remain ahead of the competition. Their response will be a great starting point for your recruitment process....