Recruiters can create a lot of success in finding job candidates even in a difficult market, but it comes down to following certain guidelines that can prevent your ship from sinking. If you do these steps then you will sail to safely to open shores.
A good job description for any potential job candidate needs to have some level of a wow factor in order to impress the person viewing the description so that way they make the decision to find out more. It needs to define the projects, the impact, and the potential future with the company.
One of the best things that you can do is understand exactly who your candidate is and how you can better attract them. Understand that they are not always the one with the prepared resume and come focused on getting your job. You have to know what that person looks like as far as their specific demographics and key in on that.
You have to have solid interviewing skills. This also is why it is important to know your job candidates. If you can ask the right questions and describe the potential of the job then they will see without feeling pressured by your questions.
Next you have to know how to close the deal. If you are passionate about your job then they are going to see that and give you a few minutes to describe what makes this job an important opportunity to them.
Next you need to have a good relationship between not only the job candidates, but also become a trust asset to your hiring manager or the corporation you are hiring for. The better job you do of building that relationship then the more trust you get to have more responsibility and more freedom.
It is significant to get technology involved like TalentSeekr from EnticeLabs, but that can only take you half way. You need to be good on the phone and understand how to communicate well with your clients.
These steps will get you started and as you keep pushing forward you will find how to tweak your recruiting to increase your closing percentage. Focus hard on your skill set and you will be confident and successful in any situation.
A good job description for any potential job candidate needs to have some level of a wow factor in order to impress the person viewing the description so that way they make the decision to find out more. It needs to define the projects, the impact, and the potential future with the company.
One of the best things that you can do is understand exactly who your candidate is and how you can better attract them. Understand that they are not always the one with the prepared resume and come focused on getting your job. You have to know what that person looks like as far as their specific demographics and key in on that.
You have to have solid interviewing skills. This also is why it is important to know your job candidates. If you can ask the right questions and describe the potential of the job then they will see without feeling pressured by your questions.
Next you have to know how to close the deal. If you are passionate about your job then they are going to see that and give you a few minutes to describe what makes this job an important opportunity to them.
Next you need to have a good relationship between not only the job candidates, but also become a trust asset to your hiring manager or the corporation you are hiring for. The better job you do of building that relationship then the more trust you get to have more responsibility and more freedom.
It is significant to get technology involved like TalentSeekr from EnticeLabs, but that can only take you half way. You need to be good on the phone and understand how to communicate well with your clients.
These steps will get you started and as you keep pushing forward you will find how to tweak your recruiting to increase your closing percentage. Focus hard on your skill set and you will be confident and successful in any situation.
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with job recruitment for quality ideal hires. He also endorses a solution, called TalentSeekr, for job recruiting that sources five works the audience at a tenth of the cost of job boards. This helps to save recruiters work and money.
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