Tag: consultant

Qualities that Make a Great Recruiter

You are already a recruiter but would like to know if you meet all the requirements to be a great Recruiter?
Here are a handful of the top qualities that make a great recruiter.

Target-driven

The recruitment industry is particularly competitive and target-driven, therefore, it is essential that the recruiter can handle pressure very well, is target-oriented, ambitious and hungry for results. If you are not a target driven person you should seriously reconsider whether this is the right job for you.

Marketing Skills

Knowing how to market and promote your services, expertise and knowledge effectively to clients and candidates is of utmost importance. If you have lots of candidates in your database but are not able to convince a company to hire any of them you will not close any deals. Your convincing, negotiation and selling skills are therefore crucial. No clients, no business – as simple as that.

Listening Skills

For a recruitment consultant, it is important to be a great listener. Only if you listen carefully and thoroughly to both, the job seeker and the client, you will be able to understand what their needs are. The more you listen to them, the more you will find out. The more you ask them, the more you will know. So, the better you know what the client and jobseeker are looking for, the easier it will be to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.

Communication Skills

Working in the “human resource” business requires from a recruiter to be a great communicator, no matter whether on the phone or via email. If things don’t turn out positively for a job seeker than being straightforward is not always the right strategy in this case. You can’t tell a job seeker “Your background and experiences don’t match our needs right now” or “You are a great candidate but unfortunately you just came at the wrong time.” There are situations in which a recruiter needs to prove that s/he is tactful, considerate and gracious in order to maintain a good corporate as well as personal reputation.

Multitasking Skills

Since you deal with companies and candidates on a daily basis you will need to juggle multiple projects and tasks simultaneously. Keeping in mind the details of various jobs, companies and candidates is important in order to work efficiently as well as effectively.

Relationship Building Skills

A recruiter works in the “people business” and deals with a variety of different people on a daily basis. This person has to be a good connector, who loves to connect with new people and knows how to use every opportunity to network and to turn it into business results. Having great relationship building skills with all people involved in the process is therefore crucial. It will allow you to build trust and attract clients as well as jobseekers more easily. Once you gained their trust and they notice that you work professionally, effectively and reliably, they will come back again and again without looking any further. It will also save you time because you can focus on your existing clients rather than having to chase constantly new ones. Also, don’t underestimate the good relationship you have built with your job seekers. If they are happy with the job you were able to find for them, they will recommend you to their friends and family too, should they ever need a job in the future.

Time Management Skills

Having great time management skills is essential because certain positions need to be filled urgently and getting your priorities right is paramount.

Problem Solving Skills

You need to be a good problem solver because you might face situations which you never thought would come along the way. For example, people not turning up to their interviews, companies telling you that they already found another candidate, not finding any candidates for a certain position for a long time, etc.

Paying Attention to Detail

Remember that none of the parties involved has to work with you as a recruiter. They should want to work with you because you make the process easier, faster, and more successful. This is only true if you take a detail-oriented approach to providing quality service.

Confidence

You need to be confident not just about yourself but also about the services you offer to your clients as well as job seekers.

Patience

Sometimes you will need to be very flexible and patient because candidates or clients might want to reschedule their interview dates at the last minute.

Speed

Companies and job seekers don’t just rely on one source for filling their positions or finding a job but multiple sources. Who acts quickly will, therefore, win in the end. The worst that can happen is that at the last minute a company might tell you that they already found a candidate or the candidate already found a job in another organisation. Thus, it’s not the size that nowadays matters but speed.

Reliability

If you want to be perceived as a trustworthy professional you need to be reliable when it comes to punctuality, offering the services you promised within a certain timeframe etc. If you can’t keep up with small things nobody will trust you and offer you bigger challenges in the future.

 

Some great recruiters are born, but others can be made—and we all have opportunities for improvement. If you focus on these thirteen skills, you’ll continue to move up in your recruiting career.

Daily Planner for Recruitment Consultants

About 95% of the recruiters miss one of the most fundamental elements of correctly attacking their desks in this environment. They are not properly planning their work. So whether you’re new to recruitment or a veteran recruiter, let’s talk about your recruiter daily planner for a minute. Below is a recruiter daily planning template that recruiters MUST do for proper daily planning:

  1. Plan each segment the night before: It is highly recommended to plan for 15-30 mins, the night before on what the action plan should be for the next day.
  2. Note down your plan: Have a physical plan in front of you so you can cross things off.
  3. Perform the closest activity to a placement first: What could be simpler than this? When planning your day simply prioritize what’s closest to revenue.
  4. Have your list together before you call: There is no way you will get these calls made if you’re taking the approach of “Dial the phone, then think about who to call next, then dial the phone, then think about who to call next, etc.”  You will never get the right number of calls made if you don’t pre-plan these calls.
  5. Force your number of daily OUTBOUND calls: You have zero chance of talking to the right people and the right number of people if those people don’t know you want to talk with them.  You absolutely can’t be waiting; you’ve got to be driving.  So you have to set a goal for outbound dials each day and then hit that goal!  The goal should be no less than 75 calls in this market environment.
  6. Ask yourself, “What’s the fastest way to a sendout (interview)?” In real estate, there are three things you must keep in mind when buying a home: location, location, location. In recruiting, there are three things that lead to placements: sendouts, sendouts, and sendouts. Sendouts lead to placements and placements lead to money. A strong minimum is five first time sendouts per week. Why five? The average new recruiter’s sendout out to placement ratio is 10:1. With five sendouts per week, the law of averages says that will translate into two placements per month.  If the quality is great – it may lead to three, if the quality is poor, however – it may just be one.
  7. Work in segments (co-ordination segment, sourcing segment etc.): This is something that all recruiters know but few consistently execute. It’s a hallmark of high production.
  8. Do not take incoming calls during a calling segment: This takes discipline but will produce big results for you. Return calls after you finish your sourcing/calling segment.

Start with this simple template, and you’ll start to notice results within the first couple of weeks.  Don’t let things happen . . . make things happen!