10 tips to be a better recruiter

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  • 10 TIPSTO BE A BETTERRECRUITER.

    2014 iCIMS Inc. All Rights Reserved.

  • 2014 iCIMS Inc. All Rights Reserved.

    Recruiting is all about finding the best fit, right? If you dont understand

    the hiring managers personality and expectations, how can you possibly

    find a candidate who will fit? The solution is easy: Get to know the hiring

    manager and the staff who work closely with him or her. Consider having

    lunch with the hiring manager and/or their staff once a month. During

    lunch ask them general questions that will help you to understand

    the hiring managers needs better. For example, What do you do

    during an average day?, What are the short and long-term goals

    for your department?, and Describe your perfect employee. This

    information will help you to develop a profile of the hiring manager

    that will help you identify good-fit talent for his or her department.

    HIRE EXPECTATION HIGHLIGHTS

    The bullets on each page marked with a are Hire Expectation Institute highlights for you to take away to improve your recruiting efforts.

    DEVELOP A PERSONAL RELATIONSHIP WITH YOUR HIRING MANAGERS AND THEIR STAFF

    #1

    MANAGE YOUR HIRING MANAGERS

    Get to know the hiring manager and the staff who work closely with him or her

    Use this information to identify good-fit talent for your hiring managers department

    Develop a profile of the hiring manager

    RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    Lets face it, hiring managers provide job descriptions in a rush. They

    sometimes miss important requirements or do not clearly define the jobs

    responsibilities. If you want to be a better recruiter, go beyond the

    provided job description and do some research on the jobs you are

    expected to fill. With a little effort, you can identify and recommend

    requirements and responsibilities to the hiring manager. This quick

    and easy process will help you improve the job description, improve

    your screening tactics, and improve hiring manger satisfaction.

    DO SOME RESEARCH AND LEARN ABOUT THE POSITIONS YOU ARE TRYING TO FILL

    MANAGE YOUR HIRING MANAGERS

    Go beyond the job description; research each position

    Strengthen your candidate screening and improve hiring manager satisfaction

    Recommend job requirements to hiring managers

    #2RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    Meeting with the hiring manager for each new requisition helps you to

    understand job requirements which will improve your outreach efforts and

    candidate screening tactics. But, why would you need to meet with the

    hiring manager for jobs that you have filled previously? Heres why: You

    can improve quality of hire and employee retention by meeting with

    the hiring manager and asking the right questions. For example, ask

    the hiring manager why the incumbent is leaving the organization.

    Be sure to ask the hiring manager if he or she learned anything

    from working with the previous employee that may impact the

    job requirements. Ask the hiring manager to tell you about his/her

    experience with the type of employee personality that excels or

    fails in the role. With this information, you will be able to identify the

    candidate profile who will be happiest and most successful in the role

    you are filling.

    (YES, EVERY REQUISITION, INCLUDING

    THOSE THAT YOU HAVE FILLED BEFORE)

    Improve quality of hire by identifying the correct candidate profile

    Identify the employee personality type that excelsin the role

    Review previous employees credentials, successes, and failures to define accurate candidate requirements

    MEET WITH YOUR HIRING MANAGER AND ASK QUESTIONS ABOUT EVERY REQUISITION

    MANAGE YOUR HIRING MANAGERS

    #3RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    KNOW YOUR COMPANYS GOALS AND ALWAYS BE ON

    The most successful recruiters have a constantly growing pipeline of

    quality candidates. Success can be achieved in two simple steps. First,

    you must understand your organizations strategic goals, know the

    businesss weaknesses, how it plans to improve, and what type

    of talent the company will need in order to execute on growth

    plans. Next, you have to be on all the time.

    Recruiters who are always on are recruiting everywhere, all

    the time, and without anyone knowing what they are up to until

    the time is right. Beyond sourcing LinkedIn, they are making

    new acquaintances at a friends weekend barbecue and starting

    conversations with people browsing business books at the local

    book store. These interactions, while perhaps wholly enjoyable, are

    executed with purpose: identify skills and personality traits that support

    the recruiters future recruitment needs. When you meet someone who

    might satisfy your organizations current or future needs, invite them to

    connect with your organization using your companys talent CRM.

    Understand your organizations strategic goals

    Look for skills and personality traits that support your future recruitment needs in everyone you meet

    Be on all the time

    Use a talent CRM to build talent pools and nurture passive candidates

    MANAGE YOUR CANDIDATES

    #4RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    The best recruiters know their success hinges on their ability to develop and

    maintain relationships, and relationships are all about communication.

    Active candidates expect that the recruiter will keep them in the loop on

    developments pertaining to the job and/or their candidacy. While this

    may seem like a major time investment, the last thing that a successful

    recruiter wants is to alienate any candidate. Even if a candidate is not

    be a good fit today, you never know what the future holds.

    Passive candidates also need communication. It is your job to keep

    them interested and build their excitement about the possibility of

    working for your company. That way, when the time comes for you

    to recruit a passive candidate, you can leverage your relationship

    and improve your chances of success. To streamline communication,

    consider automation. Automated responses to job applicants can reduce

    a great deal of the burden. Further, automated email campaigns can be used

    to nurture passive candidates en masse.

    COMMUNICATE WITH CANDIDATES THOROUGHLY AND FREQUENTLY

    Keep active candidates in the loop on developments pertaining to the job

    Keep passive candidates warm with frequent communication

    Automate candidate

    communication to streamline

    nurturing passive candidates

    MANAGE YOUR CANDIDATES

    #5RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    The best recruiters know that trendy interview styles arent always the

    answer. The first step in crafting a good interview is to confer with the

    hiring manager to make sure that you and he/she are in agreement

    with what is important to the role. Once you are clear on the hiring

    managers goals and requirements, figure out what information the

    candidates can provide to confirm that they are the right fit for the

    job. Next, prepare questions that are likely to elicit the answers

    you need. Dont be afraid to use a variety of interview styles in a

    single interview (behavioral, case, etc.). Finally, assess candidates

    fairly by asking them all the same or similar questions. Maintain

    interview questions/answers and your feedback in the candidates

    profile within your applicant tracking system for easy access and

    side-by-side candidate comparison.

    ASK THE RIGHT QUESTIONSMANAGE YOUR CANDIDATES

    Confer with the hiring manager about what skills are important to the role

    Assess candidates fairly by asking them all the same or similar questions

    Prepare interview questions that are likely to elicit the answers you need

    Use an applicant tracking system for easy side-by-side comparison

    #6RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    If you are like most people, you have access to many technologies in

    the workplace but you arent using them to their fullest potential. Your

    success depends on whether you can effectively use technology to

    automate some of your work, eliminate redundancy, and organize

    your records. For example, are you entering candidate information

    into multiple computer programs to facilitate applicant tracking,

    background checks, and assessments? Integration is the solution.

    Integration will allow multiple computer programs to seamlessly

    share information, eliminating that extra work and allowing you to

    focus on the things that are most important to your success, like

    building hiring manager and candidate relationships. Even if you

    arent the person responsible for making such decisions, do your

    research anyway! By recommending ways to streamline operations,

    you increase your chance of success and look like the office hero.

    LEVERAGE THE TECHNOLOGY YOU ALREADY HAVE TO THE FULLEST

    MANAGE YOUR TIME

    Use technology to automate some of your work

    Integrate systems to seamlessly share information

    #7RECRUITING TIP

  • 2014 iCIMS Inc. All Rights Reserved.

    DONT BE AFRAID TO EXPLORE AND TRY NEW TECHNOLOGIES

    MANAGE YOUR TIME

    If you find that your current technologies are not supporting your objectives,