Recruiting is a career that is more art than science. While there are some staples, such as looking where a particular type of candidate tends to be found, much more of the role involves interacting with people and dealing with individual circumstances. This guide will go over what all recruiters need to know if they are to become successful and grow in their careers.

Social Media Is Key

Most recruiters today know that social media is not only where you can find qualified candidates, but also do research on them. You are making a mistake if you do not use social media heavily in order to both find candidates to fill positions as well as screen them. Also, remember to allow candidates you are already in contact with to reach you via social media. Modern job seekers prefer the convenience of being able to converse through social media. Offering this also makes you appear modern and up-to-date in your field, which can make you appeal to clients and candidates alike.

Make Candidates Comfortable

Detroit recruiters have a major advantage over hiring managers when it comes to discovering who a candidate really is. You, as a recruiter, can more easily give the impression to your candidates that you are on their side. This isn’t giving a false impression – although you work for your corporate clients, you also have a responsibility to your candidates to help them land a job. This puts the candidate more at ease and allows you to talk more frankly and openly with them. Take full advantage of this and use it to connect authentically with the job seeker in order to place them correctly.

Understand The Needs Of Your Clients

It is very important for recruiters to understand the companies and teams they hire for. This is why many companies establish a long-term relationship with a single recruiter. Forming these relationships and understanding what these companies truly need doesn’t only give you a job, but also helps you do that job much better. One trick is forcing the hiring manager to define the position as opposed to defining the ideal candidate. This helps you better understand what a client needs.

Aim For Diversity

Recruiters have an important duty to keep teams diverse. This serves two purposes. The first is to adhere to the legal and moral obligation to give people of protected classes a fair chance of landing a job. The second is to benefit the companies that are your clients. A more diverse workforce brings in new ideas that help companies innovate. Working with candidates of different backgrounds will also expand your own experience as a recruiter. This will open new opportunities for you as well as build a good reputation with your candidates and clients alike. The ability to speak a second language could be very beneficial for connecting with a more diverse candidate pool, as well as be a strong selling point for gaining clients looking to expand internationally.

Keep Applications Short

It’s tempting to gather as much information about a candidate upfront as you can. After all, the more you know about a candidate, the easier your job becomes. In the process of doing this, however, applications may become extremely long. This frustrates job seekers and can lead to the best talent not completing the application in lieu of doing better things with their time. Trim the application down to the essentials. To the information you really need to know. To gauge this, you can ask yourself whether you would want to apply for this job. If not, retool the application to make it more appealing to the talent you are trying to attract.

More and more companies are turning to recruiters to put them in contact with the right talent. Companies are more aware than ever that they need to get the hiring process right in order to staff the right people for the job. Between that and the sheer amount of candidates applying for each position, companies are looking to outsource much of the hiring process. To be up to the challenge, recruiters can follow the above advice. Use it to advance in your career and do a better job.


by: James Ponds