As a recruiter, you’re the gatekeeper between the company you represent and the employees it’s able to hire and retain. A successful recruiter is not only responsible for staffing a business with an adequate number of employees, but strives to bring — and keep — the best people possible for each individual position. Follow these steps to take the leap from good recruiter to great.
Don’t Wait for Resumes to Come to You
If you’re only — or even mostly — responding to inquiries from applicants, you’re missing out on a large pool of potential. Troll job boards where employees post resumes, scroll through them — recent or not — and highlight ones that you like. Contact them and see if they’re still looking for work. If they are, by all means, bring them in for an interview.
If they’ve already landed a job, they may have settled out of desperation. Ask them if they’re happy, if they’re being paid what they’re worth, if they like their schedule. It’s a difficult job market, and many talented recruits are just waiting to be rescued from bad jobs they’re afraid to leave.
Involve Your Current Employees
Good, successful professionals know other good, successful professionals. Ask your employees — or even incentivize them — to refer potential talent to you.
It’s a delicate professional balance. Be sure to not make any guarantees, but ask around to ascertain if anyone knows anyone who works in the industry that may be looking for a position. Even if they aren’t currently on the market, ask them to forward a resume in case things change in the future. You have a remarkable recruiting tool in your current work pool. Use it.
Giving in-house staff the first crack at a new opening is good for several reasons. First, you’re drawing from a group of people who are already familiar with your company’s politics, culture, goals, and strategies. Perhaps more importantly, it’s a major morale booster for your staff to know that their loyalty and service has earned them credit toward bettering their position.
Use Your Local Universities
Place ads on the job boards of colleges and universities in your area, not only for the school’s career center for outgoing grads, but also on their alumni site. By matching young, hungry, educated graduates with entry-level positions that may be open, you’re guaranteeing a crop of candidates for future openings or expansions.
A good recruiter spots the few gems that come in the barrage of resumes they receive each week. A great recruiter goes out and finds gems of their own. In order to be a successful recruiter, you have to go out and recruit.