It doesn't matter what type of recruiter you are, corporate or agency, or even if you are a job seeker looking for work, you have to be able to know good from bad when it comes to which candidates or open positions to focus on.
The current job market is improving
and you can't work on everything so you need a way to determine where to spend your most precious asset, your time. If we take a step back from the resume and job description for just a minute, take a look at the checklist that can help recruiters,
and account managers to know when they may have a stronger chance of making a
placement with one client or candidate over another.
5 Things that Make a Candidate or Job Order Great
> Sizzle – Every job order or candidate has something exciting about it that may not show up on paper. What is it about your candidate or job order that the hiring manager will want to know about? For example, what exciting projects have they completed, or which industry guru is their mentor? Is the office space amazing? Did their product help put a man on the moon?
> Relationship – Recruiters and clients/candidates often have interesting ways of working together. Like anything else, there are people with whom you enjoy working with and others with whom you might struggle.
> The Package – Evaluate whether you have an ideal "fit" in compensation plan, benefits, position title, equity stake, upside potential, and career growth, based on the information you have learned in the screening and interview process. What are the terms of your fee agreement?
> Communication – Most recruiters like to keep in close contact with their clients & candidates. What happens when you call and leave a message or send an email? Response time and open and honest feedback is key to maintaining a strong recruiter-to-candidate relationship. Does your client or candidate call you back?
> Motivation – Exploring urgency and understanding why hiring managers need new talent or why candidates are making a career change will help you to better prepare for any bumps in the hiring process. What is your candidate looking for, and does your company deliver? What pain will the client feel if the position is not filled?
Do all of the things listed above exist with the jobs on your hot list? If a great job order came along which of your current positions would you stop working on? If you are our making new business development (marketing) calls, what are you looking for and how will you know when you find it?