So,
you want to be a recruiter?
Don Schmitz/Human Resource
Staffing
I wish to thank two recruiters who were resources
for this article and on contract with HR Staffing; Rachel
McGrady and Leigh Nguyen.
What is the job of a recruiter? Recruiters find top quality
personnel in a professional, time sensitive, convenient and
cost-effective manner. But, recruiters know that even when
they find a person with all the right credentials, they may
not be a good fit for the organization. Hiring the wrong person
can cost the company in both time and dollars; a cost that
is continuously growing each year.
According to Rachel McGrady, “Selecting and hiring the
right people is probably the most important function of any
company.” With the shortage of experienced and trained
candidates, the recruiter’s task becomes even more difficult.
What skills do successful recruiters possess? Leigh Nguyen
suggests the following;
| • |
Self
motivation, initiative and a strong work ethic |
| • |
Timeliness
with both the candidate and employer |
| • |
Heightened
intuition and interpersonal skills |
| • |
Communications;
including negotiation and persuasion |
| • |
Above
all, the ability to thrive in a fast paced environment |
The best recruiters are constantly looking for ways to improve
the recruiting process. This is where time management can
be improved with the same results. Each time you complete
a round of interviews, examine your process. What are the
typical steps in a recruiting process?
| • |
Develop
selection criteria with the hiring manager; include experience,
job description, requirements, education, qualities of
an ideal candidate and future opportunities |
| • |
Create
a time line and an action plan |
| • |
Advertise
in appropriate media, network and source potential candidates |
| • |
Review
resumes; prescreen candidates using a standard system
of evaluation |
| • |
Interview
the best candidates and conduct reference checks |
| • |
Create
a report on best candidates |
| • |
Assist
in salary and benefit negotiations |
| • |
Timely
follow-up with applicants rejected in the process |
Final thoughts;
| • |
Join
appropriate networking groups |
| • |
Spend
little or no time with below-average candidates |
| • |
Always
be open to expanding your client base |
| • |
Be
professional and do the right thing for your clients and
candidates |
| • |
If
something doesn’t feel right, it’s probably
not the best fit! |
Back
to the library
Reproduction of this article
cannot be accomplished without the expressed consent of Human
Resource Staffing.
Don Schmitz
is a popular speaker and writer on all aspects of HR and CEO
of Human Resource Staffing. Don holds graduate degrees in
Education, Administration and Human Development.
Contact Don@HumanResourceStaffingInc.com
952 854 6040
