In the hope of sharing and helping all recruiters on the site lets share what makes a great recruiter. Is it an innate ability to identify talent? Is it an ability to locate talent? To identify the proper fit for a particular role? A massive rolodex? Persistence? Relationship building?
What do you think makes a great recruiter?
3 things for me
I bet everyone's are different as there are so many ways of doing this job.
You can perform the process perfectly failing to fill the position due to dynamics beyond your control, or manage the process poorly yet succeed in filling the position.
You can only be a great recruiter with results. Absent results, you're out of business.
Candidates work with you cause you have a superior job. Companies work with you cause you have superior people. If you have both style is irrelevant.
1:Finding that "perfect match" At times this not only involves experience and knowing client culture, but also, Intuition.
2:Acting in the best interests of both client and candidate(s) It's not just about getting the deal ~ The result is~Builds long term solid relationships
3: ALWAYS~ Persistence
1. Timely Feedback for your candidates. Even when you have no news from the client, it does not take long to send a quick note or make a quick call.
2. The willingness to pick up the phone and engage candidates.
3. LISTEN, LISTEN and then LISTEN some more. (we were given 2 ears and one mouth for a reason!)
4. Be curious and get to know your candidates. Lose the $ signs in front of your eyes and learn about the person in front of you or on the other end of the phone line.
5. Care about solving the problem for your client and care about the candidates desires for a new career. Make sure that everything aligns.
Have a great day!
Career Transition Specialist @ TalentLab Inc.
Hope that helps.
Knowledge of the industry in which you work
Integrity in all you do
Honesty with both clients and candidates
A geniune desire to help and an interest in those you connect with
Creativity to find clients, find candidates and to bring the two together
Persistence to keep going, even when it gets tough
Motivation to keep working and to make that one additional connection
Optimism through all circumstances
You obviously have to be able to sell, to build relationships with clients and find the candidates to fill the roles but what I have found is that if you approach the business with the above items, you ultimately have a great chance at success.
I believe it is still about relationship building. This allows me to have deep conversations at the start to really discover the true needs for the HM and team.
Being attentive and proactive. So many times an HM has said to me with wonderment "Thanks for getting back to me so quickly!". Really? I guess this had previously been a problem....
Staying up on the latest technology to make my job smarter and faster and better. I have actually had conversations with HMs advising them not to run ads in the paper for highly trained engineers (I had to ask them..."When was the last time you read a newspaper? Your candidates are not reading the want ads in a newspaper, trust me".
Keeping a sense of humor!!!!!!!!!
Sorry, first you must define 'Great'.
If by great you mean lots of placements; the attributes are different than if you define greatness by placing candidates that have the potential of not just sticking around for the long-haul, but are genuine game changers.
For me, success is measured more by the success of those I place than by the number of placements made. Finding a marquee candidate whether at the entry-level or ‘C’ level is all about relationships and relationships require integrity.
Hey everyone, a great question and Francois, you must have read my mind. We actually just published a blog post about what makes a great recruiter, tying in a lot of your similar responses (David, Tony, Valentino, Hilary etc.) Feel free to read, comment and share to take the discussion a bit further.
Enjoy your day