THE SUCCESSFUL RECRUITER: BALANCING A POSITIVE ATTITUDE WITH AN HONEST PERSPECTIVE

I was inspired, by a recent job title change, to really examine what it means to be a Recruiter. I’ve spent the majority of my career in recruiting and, regardless of the official job title, I’ve found that the same basic duties apply – attract, select, and hire the best candidates for jobs. A Recruiter will spend the majority of their time reviewing resumes, screening applicants, and conducting interviews in order to find and entice the perfect candidate. At its core, a Recruiter’s job is to manage people.

Great recruiters make it look easy. As we are “selling” our company to a candidate, we promote all the things that make a company and a job appear attractive, but we must also be mindful to paint a realistic picture and sell the whole position. As people who have been on both sides of that interview desk, we have a unique perception of the candidate/recruiter relationship. Two key qualities I hope to see in a Recruiter, and therefore strive to demonstrate as a Recruiter, are Positivity and Honesty.

A SUCCESSFUL RECRUITER WILL EXHIBIT A POSITIVITE ATTITUDE:

I truly believe that a Recruiter’s attitude can make or break a “sale”, but maintaining a long-term, positive attitude can be a challenge for a career Recruiter. It’s easy to show your enthusiasm for a company in the beginning, but if you continuously repeat the same canned pitch to each job seeker when promoting your company, you run the risk of falling into a rut. Think about each step of your recruiting process. Are you repeating the same stories to each candidate, using the same email templates and PowerPoints, and introducing them to the same people during on-site interviews?

The best recruiters possess the ability to gauge and understand an individual’s wants, needs, and disposition in a very short amount of time. The recruiter will then utilize that information to determine first, that the candidate is a good fit for the job and second, how to convince the particular candidate of such. If you don’t pitch to the specific candidate, you run the risk of losing them; therefore, negatively affecting your own track record as a Recruiter and compounding your own stress.

In order to maintain job satisfaction, I suggest that you keep your approach fresh by tailoring it to each individual position. I am at my best when I truly understand the nuances of the particular job for which I am recruiting. In order to understand the position, I take the time to do my research. Don’t be afraid to turn to current employees, get perspective from people who work or have worked in that particular position. I tend to be a very visual learner, so a hands-on approach to recruiting is always my first amoxil cheap choice. When researching a new company or position, I prefer, if possible, to tour the facilities or watch the operations. By positioning yourself as an expert, you will be able to facilitate intelligent conversations on a wide range of topics that pertain to the job itself, as well as the industry as a whole. An informed Recruiter is a confident one.  That confidence will help you to best demonstrate your passion for the job, company, and industry. These, in turn, will translate to a positive experience for both you and for the job seeker.

A SUCCESSFUL RECRUITER WILL PROVIDE AN HONEST PERSPECTIVE:

Keep in mind that as you are doing your research, job seekers are also doing theirs. Especially those who read my previous blog post 🙂 There are thousands of resources available at their fingertips. A quick internet search will provide information on topics such as recent scandals, layoffs, and/or stock prices. Social media has made it incredibly easy for candidates be aware of employee satisfaction, or overall corporate climate. We want to hire candidates who are proactive and well-informed, but those attributes can also have the potential to make our jobs a little more challenging.

It can be tempting to focus solely on the positives of the job and organization, and attempt to avoid the potentially negative issues, but in doing so, you run the risk of losing a great candidate. If you gloss over these issues or omit them completely from your conversations with the candidate, they may lose their trust in you, making it much more difficult for you to convince them that your company is their ideal place to work.

The best thing a recruiter can do is be honest with their candidates about what is occurring in the company, especially the negative. If your company has seen recent layoffs, explain why it happened and clarify how it affects the position for which this person has applied. If your company´s stock is dropping, explain how adjustments are being made. If you don´t know these answers, meet with someone who does – or better yet, have your candidate meet with them.

Great recruiting is about being honestly excited about your company and what it can offer to the candidate. Maintaining the ability to balance your own positive attitude with an honest perspective of the open position and hiring company will undeniably add to your success as a Corporate Recruiter. It is incredibly important to continuously self-assess and make sure that you still demonstrate the ideal qualities that you would want in a Recruiter.

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By |2018-08-24T13:06:00+00:00November 9th, 2016|Categories: Job Satisfaction, Opinion|0 Comments

About the Author:

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Kelly Low began working for PeopleScout in March 2016 – prior to that, she was a Candidate Selection Associate for Aon Hewitt for 5 years. Kelly has a Master of Science degree in Industrial Relations and Human Resources from Penn State University and a Bachelor of Arts degree in Psychology from the University of Akron. She currently works from home in Wichita, Kansas.

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