Five Strategies for Success in Recruiting

1.Ask the right questions

Stephanie emphasizes the importance of a candidate-centered approach to recruiting, where the recruiter takes the time to understand the candidate's preferences, goals and requirements before discussing or selling a job offer. “My goal is always to get the job seeker talking,” says Stephanie. When starting a conversation with applicants, you should ask probing questions about skills, interests, and experience:

• What motivates you to look for a new job?
• When you look at job boards/job descriptions, what types of positions appeal to you? (in relation to titles and work tasks)
• What do you like about the field or position you currently hold?

This ensures that the positions proposed by a hiring manager are attractive and motivating for the applicant. By finding out what tasks an applicant is drawn to, you can successfully match them with the right company. She warns that recruiters shouldn't rush in and try to sell a job without learning important information like salary expectations, flexibility requirements and job responsibilities. This approach is crucial as it ensures that the opportunity presented to the candidate meets their expectations and needs and avoids both the candidate and the recruiter wasting their time on tasks that may not be a good fit. In fact, 84 percent of recruiters believe it's important for a candidate to be a good fit with the client's company culture.

2.Conduct interviews with HR managers

To successfully find and place candidates for your client's company, Stephanie emphasizes the importance of conducting an "introductory interview." This is a conversation that a hiring manager has with the hiring manager to understand their expectations for the job and what they are looking for in their next candidate. This is an opportunity to ask the hiring manager for important information that will help you better narrow your search for qualified applicants.

Examples of these questions are:

• Why is this position open?
• What challenges have the employees in this position had to overcome so far?
• What personality traits or qualities are you looking for in an applicant?

The information gathered in this initial interview will help the hiring manager create an effective job posting, search for candidates, and present the most qualified candidates to the hiring manager. This ensures that the hiring process is aligned with the company's goals and needs, increasing the chances of a successful hire.

3.Communication is key

Stephanie notes that she encourages applicants to stay in touch with her. Telling candidates what types of jobs they see on the market can lead to sales leads and give them the opportunity to market their resume to a client who is currently hiring. This can help ensure that the applicant's newly tailored resume for the industry ends up directly in the hands of a hiring manager and not on the applicant pile. And why? There are an average of 250 applicants for an average online job advertisement, so the competition is very high.

Stephanie also explains that it's important for recruiters to regularly update hiring managers on where they currently are in the sourcing process. Transparent conversations about challenges are crucial and can of course lead to discussions about refining applicant criteria.

4.Dealing with non-response

To avoid or reduce unresponsiveness from hiring managers, clearly set expectations upfront. Ask about any upcoming vacations or absences that could slow down the process. Ask if there may be any problems to provide feedback within 24-48 hours. If these expectations are set appropriately, the hiring manager should not be alarmed if you ask for updates or feedback on a position.

It is important to show patience and forbearance. Stephanie points out that recruiters are often brought in at a crucial time in the hiring process and that some hiring managers and human resources departments don't have the resources to recruit themselves. While hiring for a particular position may be a recruiter's full-time job, it is not the full-time job of the hiring manager or the human resources employee they work with.

5.Understand the value of brokerage platforms

Recruitment platforms typically have a large and diverse pool of candidates actively seeking job opportunities. These platforms streamline the recruiting process by offering job posting, candidate sourcing, and communication tools. HR managers can use the platform to quickly post vacancies, search for relevant candidates and contact them.

In this context, recruiters also need to keep up with the latest technological developments. The days of faxing resumes and conducting interviews in person are over. As the technology industry evolves, so do most platforms. Recruiters who are aware of the technological advances impacting their role in the staffing industry are better positioned to succeed, provide value to their clients and provide candidates with an exceptional experience.

The IceHrm recruitment module aligns with these principles, empowering recruiters with streamlined processes and technological advancements to enhance candidate experience and drive successful placements.