“New Age Recruitment Skills”

  1. Be fast in spotting rare talent: – New age recruiters should be highly aggressive in spotting talents in an individual. They should simultaneously be highly skilled in using the internet and searching for candidates on multiple social networks, job portals and even blogs. Today’srecruitment trend depends a lot around what’s happening in the economy and the industry to which they are catering. They not only have to build a large network base which helps them in getting the right talent, they have to simultaneously ensure that they add value to the company through the right hire and thereby gain credibility in the market.
  2. Relationship and Rapport Building Skills: – Today’s Recruiters have a knack of building relationships and rapports, with complete strangers over the phone itself. This shows their convincing skills, and ease of handling the situation. People possessing these skills are good at analyzing who are the best performers. They know how to co-ordinate with them, get the information from them, which is a required skill for today’s recruiter.
  3. Ease of Technology usability: – Today’s recruiters have the competitive advantage of ease of technology use. From Social, Professional networking to e-mail to job portals to Blogs toApplicant tracking systems and recruitment websites, Online Technology has acquired the recruitment space. Successful recruiters always make it a habit to be constantly updated on trends happening around Internet to successfully implement them in their work, and thereby make it more streamlined.
  4. They don’t just develop Rapport with the candidates but make sure that they close the hire: – Today a recruiter sees that not only does he develop a good rapport with a candidate, but he makes sure that they close the candidate for a job of his liking. They know how to turn objections and turn negatives into positives and offer solutions, work out compromises, negotiate, and in the end, make the hire happen successfully.

 

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Importance of Strategic Recruiting

Recruiters today have a common problem of finding an adequate pool of talent. Despite job portals, social networking and other recruitment sites, the problem lies in finding and placing the right candidate. The situation turns to either less qualified people applying for the job or talented people applying for the job but with a higher expectation in the compensation package. This has caused a stance wherein firms are becoming a bit apprehensive about selecting the right candidate for the job and in turn is causing the firms negative reputation about not having a proper hiring policy among potential job seekers.

What makes Strategic Recruiting a Success?

Strategic recruiting is the norm of the day, as it forms a pipeline to schedule the candidates as and when the company needs a new inflow of talent. It helps both in short term as well as the long termrecruiting strategy of the organization as it helps in streamlining the activities completely. This helps in higher operational delivery to the organization

Strategic recruiting helps us in determining the best talent selection for the organization. The reason being strategic recruiting is intertwined with multiple sub sect recruiting components which will help us in getting the best people interested, who are capable of handling the job. As the metrics are directly interlinked with the recruiting process, they ensure a higher occupational match between the candidate and the organization.

Organizations Strategic recruiting processes differs, but the baseline remains the same, that is getting the best talent at the highest productivity and properly retaining him. This forms the right approach for every organization.

Successful components in a Strategic Hiring process are

  1. Identifying and prioritizing the jobs
  2. Candidate targeting and placement conversion ratio
  3. Recruitment sources
  4. Trained recruitment process
  5. Candidate evaluation and hiring.

 

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