Recruiters act as the bridge between the talent available in the market and the vacant positions in organizations needing that talent. They are often the first points of contact for willing and able talent within the organization, and they play an important role in finding the employees best suitable for the roles. Therefore, success for recruiters is in the best interests of all the stakeholders.
However, success for recruiters does not happen just like that. There is no way to always source only the best candidates or make the best moves. This happens over time, and by employing the right practices. Also, all the stakeholders must do their bit to ensure that recruiters have the best resources at their disposal to manage their job roles in the best possible way. In this article, we will see some ways how you can set your recruiters up for success:
1. Inculcate Communication Skills
Recruiters deal with a variety of tasks and collaborate with multiple stakeholders in a day. As such, they need to have excellent communication skills to interact with everyone. They need to be able to put their points concisely to potential hires and listen effectively to candidate requirements from managers. They need to be able to understand what a manager is looking for in a new hire and gather the motivation that drives a candidate to land a particular job.
Make sure that your recruiters are effective in their communication. It is also a matter of reputation for the organization, as recruiters often interact with potential candidates before everyone else from the company. If your recruiter is not able to communicate properly, they will present a poor face of your organization to the world.
2. Provide Detailed Instructions
While it is the manager who has to interview the candidate and make the final decision on whether the candidate should join or not, it is the recruiter who sources the candidate in the first place. In order to avoid candidates who don’t fit the bill properly and waste time later, be as detailed as possible in telling the recruiters what you expect from the candidate, so that the recruiter can do his or her job properly and find the best fit.
Also, there is the matter of organizational culture, and as long as the recruiter is aware of the culture, he or she will find candidates to fit the culture. Be completely clear in your preferences and expectations. If you have any conditions regarding experience or education or some other matter, communicate with the recruiter clearly so that sourcing can be done in the best possible manner.
3. Use Best Tools and Practices
Recruitment is both science and art, and it has to be organized and streamlined or it can be severely hampered, and organizations will not get the best service from their recruitment functions. Therefore, along with the people and their skills, there also need to be in place the right tools and practices that help recruitment.
A recruiting software solution with an applicant tracking system (ATS) will greatly help recruiters organize and streamline the recruitment process. The ATS will maintain all the details pertaining to recruitment and keep all the stakeholders informed. It also helps engage candidates with periodic mails and notifications. By integrating communication tools for chat and email into the recruiting software solution, everything can be done from a single source instead of multiple.
Apart from the above, there are multiple other things like rewards and recognition programs, privileged access, and having coordinated long-term recruitment plans that can help set your recruiters up for success.