How to Become a Super Recruiter

The confidence of recruiters in identifying the ideal applicant has decreased from 95% in 2020 to 91% in 2022. The biggest roadblock? The time it takes to hire a new employee. On average, top applicants stay in the market for only 10 days. While there is a high demand for skilled folks, there is a scarcity of talent. On the other side, the gig economy is rising but they only stay in one organization for 6-12 months. So, even before the sweat is absorbed, the recruiter is back at hunting candidates.

A super recruiter doesn’t side-eye any of these problems. Instead, they look them in the eye, roll up their sleeves and get cracking on the problem. They try and test multiple ways. Improve the candidate experience. And in the end, hand pick the best among hundreds and thousands.

Before we get started, know that becoming a super recruiter is not about smashing your hiring targets or calling 100 candidates in a day. It’s about holistically navigating through the whole recruitment process and making sense of each step, becoming the biggest advocate of the employer brand, and ensuring your vision is heard and seen.

Tips to become a Super Recruiter

1. Know the business like no other

The decision to hire a new member comes after significant deliberation, irrespective of their role in the organization. Whether you’re an independent recruiter or in-house, having a thorough understanding of the employer brand will give you a clear understanding of what kind of resource the employer is eyeing, over and above the job description. Learn about their company environment and culture so you can find an ideal fit that stays in the company for longer. Once you have a clear idea of the kind of person you need for the position, your hunt will be more streamlined and specific.

2. Always look at the bigger picture

As a recruiter, your job is not done after hiring. The U.S. Bureau of Labor Statistics reported 4.25 million job quits in January 2022, up from 3.33 million in 2021. Employee ROI is a burning issue now. So look at the bigger picture. Consider the candidate’s long-term growth as part of your people management processes while making your recruiting choice. Candidates who are keen to learn and grow are your best bet. Their career goals are a testament to their longevity and success in the company.

3. Have substitute plans handy

Do you have a backup plan ready? Things will remain in flux until your candidate joins and works for your company. In addition, the applicant may withdraw from consideration at any time, including after joining. Therefore you must always have another plan in place. 

4. Take your Communication game to the next level

Less communication means more confusion. You will represent the organization in interactions with candidates, serve as a resource for hiring managers, and function as a go-between for the two groups during the recruitment process. You have to wear many hats. You must convey information effectively to potential candidates and coworkers. So, brush up on your communication skill. But what if the candidate has doubts when you are not available? Introduce a Chatbot to your system. Keep many doors open.

5. Master the art of time management

You often have to juggle different responsibilities- advertisement creation, sorting through applications, doing background checks, arranging interviews, and extending offers of employment. You will be in a pickle if you don’t do them on time. So, manage your time well.  prioritize the top-level funnel of candidates and keep their data organized. Rely on online schedulers and planning tools to help you tick off your task list efficiently.

6. Take recruitment marketing seriously

Like a competent marketer, a good recruiter knows the business’s needs and works in various ways to meet those requirements through metrics. When filling a role, you need to convey an engaging story and package the company in a way that stimulates candidates’ interest. Like a good salesperson, a super recruiter must build his pipeline, engage with candidates, and negotiate through the offer with the company.

7. Learn, experiment, fail repeat until it works

Having a strong desire and ability to learn is another valuable characteristic of a super recruiter. As a result, most people will need to keep learning and developing new skills to function in this dynamic industry. . And therefore, it’s essential to take advantage of shifting hiring practices, expand into unfamiliar roles, and explore new fields if you have the intellectual curiosity and the self-discipline to learn rapidly. Keeping an open mind is the key to success.

8. Polish your negotiation skills

In candidate discussions, it is essential to provide candidates with what they require, even if it isn’t exactly what they seek. Then, it is up to you to determine what other options you can offer. If you don’t have the resources they desire, you probably need to bid them goodbye. But, again, you can not be rude. Negotiation is crucial in many facets of business, including the hiring process.

9. Be more human

Think about what matters to potential employees and what you can give them as a firm when trying to fill a position. Go through each application with an objective mind. As every candidate is different, create custom questions. While onboarding, you can send them a special welcome voice note from the CEO. Be empathetic. With such little effort, you will outshine every other recruiter. 

10. Stretch your candidate pool

Maintaining positive connections with former employees and existing employees will help you fill available positions in the future. Make a database of potential candidates. Don’t let good prospects slip away just because you can’t find a place for them right now. Make a database of your former candidates with their bios and a thorough record of your communications to show that you’re keeping them in mind for future openings. Then, remember the next time you want to get in touch with them.

11. Make referring easy

Facilitate the referral of candidates by existing employees with a quick online application procedure. 45% of referral hires stay longer than four years, compared to only 25% of job board hires. Give employees a sample of social media postings they may use to spread the word about vacant positions in the company. 

12. Show up on social media

There’s more to social media than just marketing. Nearly 90% of job searchers conduct their search through social media. Include social media in your strategy for attracting and retaining talent. Twitter, Instagram, Facebook, and LinkedIn – leverage them to showcase the corporate culture, internal happenings, company events, and employee testimonials. In the right hands, these “behind the scenes” glimpses of your company will entice candidates and yield a positive response. . Inspire your employees to share the company’s positive aspects on social media. Candidates that take the time to research their prospective employers online will also have a better idea of who they could be working with. Finally, aim to build a strong brand image on social media. 

13. Make technology your BFF

Those who never adopted the change remain in the same rut. To outsmart everyone, collaborate with technology. You can discover a pool of qualified applicants. Everyone looking for a new job doesn’t necessarily put their CV online; not everyone tells their friends and coworkers about it. That calls for a blend of recruitment expertise and the know-how to make good use of Applicant Tracking Systems (ATS), Performance Management platforms, and HR Information Systems (HRIS). The more proficient you are with technology, the more you will get out of these mediums. You can do pre-employment assessments more efficiently with assessment tools. Your screening also gets easier with AI.