Whether you are a hiring manager or an internal recruiter, find out how you can step up your hiring game with this advice from Robert Walters’ manager Eric Soni, which he shared when he was interviewed recently for 1 Page's Blog:
1. Build relationships that last
The first and most important aspect of the relationship between a recruiter and the client or candidate is the foundation of trust.
"Instead of a more transactional recruiting model, which tends to be the common approach to recruitment here in the Bay Area, we at Robert Walters pride ourselves on meeting the needs of each candidate as much as those of our clients," says Eric Soni, Manager of Product Management and Growth.
Eric continues, "recruiters are able to offer perspective and insight into the recruitment or job market, but it will fall onto deaf ears if there isn’t an investment of face-to-face time and open dialogue, ideally cultivated with a long-term, high-touch approach.”
If you take your time to really find the right match, a trust is built and a relationship develops. Not only will you feel accomplished and rewarded when you fill the role or help your candidate land their dream job, you will also be thought of as a high quality recruiter who is in it for the long term and not just the quick sale.
Instead of a more transactional recruiting model, which tends to be the common approach to recruitment here in the Bay Area, we at Robert Walters pride ourselves on meeting the needs of each candidate as much as those of our clients.
2. Understand the role and the market
“One of the biggest surprises to me in the recruitment field is the frequency of encountering hiring managers who do not understand the role they are trying to fill. This may seem like a no-brainer, but I honestly believe that if you can’t fully comprehend the responsibilities behind the role, you will be unsuccessful in finding a qualified candidate,” Eric says.
When you have a deep understanding of the role and the recruitment market, not only will it help you find the right people, but it will also help in communicating with both candidates and clients.
For example, if you know that your candidate’s salary expectations are above market rate, you can help them understand the realistic salary and benefits they should expect given their experience. Likewise, when a client comes to you with a job paying below market rate, you can advise them that the top candidates will not find their offer very competitive with the current market.
3. The path to success
Eric believes that longevity is another aspect that is often overlooked. Since the next job you fill will most likely not be the candidate’s last, it’s important that you keep the big picture in mind.
Therefore in order to stand out amongst other recruiters, it’s important that you aren’t short-sighted. If you discuss the person’s long term goals you can help your candidate map out a career path in order to reach their dream job.
4. Think holistically
Eric agrees that when searching for a candidate with a specific job in mind, it tends to narrow your scope of view, making it feel like you may never find the right person.
“Instead of relying on keywords or matching resumes to job descriptions word by word, we try to think more holistically about what could be a match from a culture and industry perspective as well,” adds Eric.
Often, great candidates are overlooked because their experience or resume doesn’t match the exact criteria of the job description. However, if you take a flexible approach and discuss the possibilities with the client, often a candidate’s skill set is applicable based on the dynamics of the role.
5. Communication is key
One of the most important attributes of a successful recruiter is the ability to communicate. Since recruiters spend most of their time speaking about confidential and delicate information, it is crucial that they speak openly and clearly.
“Time is a valuable resource, and it’s important to be direct and plain spoken to ensure information is being presented accurately and efficiently,” says Eric.
“Occasionally conversations can get tense, particularly when discussing sensitive topics like compensation and job title. In these cases it’s necessary to stay professional, level-headed, and empathic," Eric continues.
Staying professional and communicating effectively between both parties is a fundamental in the recruiting space.
In the end the main things to keep in mind is that recruitment is a people-orientated business and like all people businesses, the most important things to focus on are communication and the effort you're putting into it. Once these are mastered, building a relationship will come naturally.
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