There are fewer and fewer stellar active candidates on the job market, yet more and more people become “recruiters” to chase purple squirrels. How do you set yourself apart as a top performer and make sure every client wants to work with you?
Be Yourself! Your mom was right, there’s nobody else in the world like you. Charismatic salesman? Go with that. Socially awkward people person? That’s great! Your clients work with you not just because of your talent, but because they enjoy who you are.
Leave no stone unturned. Never ever stop asking questions to get to the core of what your client and candidate is looking for. When you think you’ve found the perfect candidate, go out and find one or two more just in case. Going the extra mile creatively (actively seeking out candidates in weird places, going to networking event is a great way to show you’re dedicated and won’t stop until everyone feels like you’ve found a perfect fit.
Build your brand. Who are you as a recruiter? Building your online persona and sharing your expertise across social media can bring visibility into your process and show you know your stuff. Never stop learning, never stop sharing!
This is really just the tip of the iceberg, feel free to shoot me an email if you want to discuss this further firstname.lastname@example.org. Happy hunting!
One of the most important lessons I have learned in my recruiting career is that communication is key!
Remember back to your COMM 101 class and accept the fact that everything your professors taught you is still true and very relevant!
Communication is a two way street and takes more listening than talking to work! Don’t forget: every person you speak with is bringing their past to the table. In other words, we are all who we are today because of our life experiences, good or bad. In recruiting, this means we cannot make blanket assumptions about what someone means by something they communicate to us.
Ask questions! Don’t stop at the first answer and assume you have it all figured out.
Here are some examples of “deeper dive” questions I always train my recruiters to practice in all of their candidate and client calls/meetings:
1. What does that mean to you?
2. Why do you feel that way?
3. How does that impact you/the team?
…and this is just the starting point! Always keep asking layered questions to get to the real concerns and needs.
Recruiters are way more than “just recruiters,” and it’s up to us to ask the right questions in the right way. Give your mouth a break and listen for a change.