A recruiter’s guide to better candidate management
When you enter into a relatively new profession, you struggle to perform routine tasks. But as time passes by, you become an expert. However, this is not the same with recruitment as it involves an individual’s commitment and effort towards the given task.
Even after undergoing vigorous recruitment training exercises, beginners will always find it difficult to master newly introduced hiring concepts. This is because recruitment is all about incorporating dynamic ideas.
One of the concepts that most recruiters find difficult is to communicate with potential job-seekers.
Given the circumstances, recruiters have always faced the brunt of team leads for their inability to convince the best candidate.
Here are few tips that will guide you to convince the best talent:
This might sound a little obvious, but the underlying success of convincing the best candidate lies in the way you introduce yourself and the job you offer them. Your introduction should be graceful and not straightforward. Instead of saying a “hi!.. This is … are you looking for job?” you can always start by saying:
“Good Morning!.. My name is … and I want to know if you are currently seeking a job”
The latter not only sounds pleasant but also underlines a recruiter’s personality and conduct. Always be grateful by ending the conversation with a “Thank You”.
Know about the job:
When a candidate asks you in detail about the job being offered and you are unable to give them relevant details, there are chances they might hang up on you. Thus, before pitching a job to a candidate, ensure that you are aware of the job description, the skills required and other crucial details that will convince candidates to join your client.
Know about your candidate:
Knowing your candidate allows you to connect with them on a personal and professional basis. Before calling the desired candidate, spend at least 5 mins on each profile and understand their preference. This will help you to frame quality questions relevant to the job. Also, by going through profiles, you are in a position to analyze whether the candidate is a good fit for your client.
Once you are done conversing with the candidates, the next step is to do a follow-up. If a candidate is not shortlisted, ensure to call them personally and speak to them about the status of their application. You can push the resumes of such candidates to other clients also. Feedback helps your company earn goodwill and new prospects in the long-run.