What are the most important things to do in your first month as a recruiter?

As a new Recruiter in your first month you have to: 1- Familiarity with your company's culture, Policies, procedures and recruiting strategy. 2- Building good relationships with your coworkers. 3- Use and training on recruitment tools like, (ATS), Forms. 4- Get your company's Manpower planning (MPP). 5- Building pipelines for every job family. If you follow those steps you will be able to dive into your role as a new Recruiter. #Mohamed_Elsheikh

Start by immersing yourself in the company's culture, vision, mission, and values to identify a candidate who fits seamlessly. Build strong connections with stakeholders to understand expectations. Before diving into a role, thoroughly explore its impact on the business. Make the process exciting by viewing it as a journey toward finding the perfect match—a candidate who aligns with the company's ethos and contributes to its success.

As a new Recruiter in the first month you need to: 1. Schedule meetings with as many stakeholders as you can and learn the business and teams 2. Understand the culture, benefits, and value proposition of the organization so you can sell that to the candidates 3. Learn the ATS inside and out and create trackers for yourself if need be 4. Don't be afraid to ask questions; curiosity will help you succeed!

- Understanding the organization's product/service provision and it's overall business requirements. - Understanding the organization's structure and culture. - Understanding the organization's hiring processes and dynamics in terms of employee retention, performance metric calculation etc.. - Identifying the organization's overall attrition levels which could give you an idea in terms of the number of talent that needs to be roped in for a given period of time. - Getting to know hiring managers and interview panel members. Understanding their requirements efficiently. - Understanding the existing challenges faced by recruiters in the organization which could help you to gear up before deep diving into actioning recruitment processes.

As new Recruiter - Learn as much as you can from your Team how they work and how their culture. Start meeting with with Seniors to get more knowledge Start focusing on using Tools your company has Due diligence before submitting profiles to your Manager.

1) "Building relationships is all about finding common ground. What's one thing you and your best friend have in common that brought you together? Share in the comments below!" 2) "Sometimes it's the little things that make the biggest difference in a relationship. Surprise your loved one with their favorite treat today and see how it brightens their day!" 3) "Communication is key in any relationship, but it's not just about talking - it's also about listening. Take some time today to listen to someone important in your life. You might learn something new!"

Put aside all you know about recruiting for a bit and be a sponge and soak in everything you can about the company, culture, people and observe observe observe before you dig in and contribute. This is a very hard thing for a recruiter to do as we want to "recruit" but we need to pause and learn before we can make an impact.

Be vulnerable, you don't know what you don't know. Identify the top performers seek out their time. Identify the teammates you will be hiring for, seek out their time. Understand the role you are hiring for. Try to do an immersion day in the role or at the minimum observing. Ask the teammates you support their preferred communication method. Adjust, adapt, learn

Tricky question because at least two of the options should be happening concurrently. A recruiters success is directly tied to their ability to influence and build relationships. However they must also know the product that they are selling so understanding the business is equally important.

In my view, as a new employee, we need to build relationships with all departments and their heads for future needs / references. In my experience, recruitment is all about building relationships either prospects or stakeholders. One thing I have found that, building relationships will increase the conversion ratio.

This section is criminally flawed because it does not start with the most important part: the discovery call with your hiring manager. If I tell you to go find a devops engineer but never tell you that they must be experienced in building data pipelines using a specific toolset, you will fail. Recruiting without understanding: 1. What the hiring manager really wants 2. What critical skills are necessary to earn an offer 3. How to evaluate any job seeker accurately along these dimensions Is a guaranteed failed effort. The rest of section 3 is good, but as currently constituted, criminally flawed for leaving out discovery calls.

Absolutely learn everything you can about the company and your role first. Once you know the essentials, then you can develop your own process. Be deliberate and structure your time based on expectations and priorities. Organize your work so that you have a smooth flow to what you do and how you do it. Create a tracking system for yourself so you can monitor your progress towards goals and expectations and so you can always speak to your progress when questioned. Two important pieces are: 1-be realistic-create processes for yourself that you can actually follow consistently. 2- be adaptable, you and your process have to continually develop and change over time to become better. Last-find joy in what you do. The rest will fall into place!

Begin by envisioning the ideal team composition. Break down the required skills and attributes for each role. Understand resource limitations. Develop a recruitment strategy: from candidate sourcing to interviewing and onboarding. Adapt and refine based on feedback, ensuring an effective process from start to finish.

To start, you need to think in system like a consultant: - understand the existing situation, how people work, what they expect in terms of inputs & outputs, what's the specificities of the company or business units or teams - connect with the recent hires to understand what worked well & not so well in the recruiting process and how they've been in touch with the company - Organise time with mentors & peers to ask regular questions - Do some research internally and externally to avoid reinventing the wheel - Once you know enough make sure you build a system to explore all avenues when searching for profiles: starting with your ATS & connecting with people to source ideas, candidates, analysing background/patterns of existing teams etc.

Learning is the Key for any Self Development Process Understand the Sourcing Channels, Interview Platform, and Offer System Study the various channels - Job Portal, Employee Referral, Social Media, and IJP Program Learn HR Process, and Salary Negotiation.

Feedback is a crucial part particularly when you have started working on a new position. In the long run, asking for constant feedback can improve your performance and raise your chances of being promoted. Always schedule a meeting with your manager by asking what time best suits them. Ask the right questions which can help you succeed. Always make notes of the feedback received. Remember to express gratitude for your bosses' time and effort in providing constructive feedback. Examine your daily actions and ensure that the advice from your manager is being applied to your work. Please address those points in your upcoming meeting and see what you have accomplished.

Don’t hesitate to ask questions; it’s the quickest path to learning. Whether it’s feedback from your seniors, colleagues, or even candidates, each question you ask can highlight areas for improvement and ways to enhance your skills. Focus on identifying issues and creating solutions rather than dwelling on the mistakes themselves. By directing your attention to fixing problems and moving forward, you can continuously refine your processes and become more efficient.

its best to show yourself in the first month as a learner , and seek feedback in everything that you do even if its a minimal thing. Because every workspace has different norms and different work styles , you do need to adapt that and this doesn't only suitable for recruiters but for every profession. Don't show yourself as you know everything and can do it on own because I trust that you can do it! but know that sometimes its better to see and then act accordingly.

To thrive as a new recruiter in an SME Software house, actively engage in a feedback-driven approach. Regularly seek input from your manager, peers, candidates, and clients to understand perceptions, appreciate strengths, and identify areas for improvement. Embrace constructive criticism as a valuable learning tool, viewing mistakes as opportunities for growth. Cultivate a culture of reciprocal feedback by providing input to others when relevant and recognizing their contributions. This feedback loop becomes instrumental in shaping your professional development, allowing you to pinpoint strengths and weaknesses and evolve as a highly effective recruiter.

One thing that will elevate you as a Recruiter - your colleagues and clients. Their perspective of your candidates. How do they perceive them, how do they describe them. Does that sound as you would describe them? Compare it to your own perception. Until you can "fully" rely on your own judgment.

1. "Why You Should Never Stop Learning: Discovering the Joys of Lifelong Education" 2. "From DIY to Coding: The Many Ways to Keep Your Brain Active and Engaged" 3. "The Surprising Benefits of Learning a New Language: How It Can Boost Your Brainpower and Expand Your Worldview" 4. "Learning From Failure: The Power of Embracing Mistakes and Using Them to Grow and Improve" 5. "Unlocking Your Inner Creativity: How Learning a New Skill Can Help You Unleash Your Potential"

Keep on keepin' on and just not in your Recruiting career but in life! In a dynamic world where change is the only constant, the way we learn must mirror this fluidity. Static approaches to learning no longer suffice in an environment that's constantly evolving. Instead, we must embrace a mindset of continuous growth and adaptation. By engaging in dynamic learning practices, characterized by curiosity, flexibility, and openness to new ideas, we not only navigate change more effectively but also thrive in it, evolving alongside the ever-shifting landscape of our world.

Recruiting requires staying current with various trends, including industry developments, employee preferences, and HR innovations. To keep up effectively, it's crucial to dedicate time each day to consume relevant news and updates. For Gen Z recruiters or those who prefer concise information, platforms like TikTok or Instagram can be invaluable. These platforms offer quick, daily updates through short videos, making it easy to stay informed about the latest trends without investing a lot of time. Regularly engaging with these sources ensures you remain knowledgeable and competitive in the fast-paced recruiting landscape.

On the long run, learning is what will help you progress in what you do. Expertise can be a trap. Build a system that fosters your learning: - have a list of books to read, podcast to listen, etc. - save, read, take notes and order relevant articles about your field, your candidates, your company & its competitors - make sure you attend to the key events in your role and in your industry to learn from other experts - read the press everyday, ideally in different languages & countries to get different views (daily, weekly business magazines, etc.) - Follow thought leaders on LinkedIn - Measure your time to learn and use key platform like Youtube, masterclass, coursera... - Prepare a certification with a university (on or offline)

I just begin my Linkedin game 7 months back. Podcast are very important to learn new trends in market, I also keep weekly podcast. Workshops and New certification is a plus. I always change hiring strategies and keep myself updated with new benefits.

Being a recruiter is no easy task. Like any job, it presents its own set of challenges, testing your resilience daily. In recruitment, you'll encounter highs and lows regularly, but learning to enjoy the ride is crucial. Embrace both the joyful and challenging moments, and always strive to provide the best care for your candidates and staff. Equally important is taking care of yourself. Ensure you manage your stress levels and maintain a healthy work-life balance

Being a recruiter is like a rollercoaster—ups and downs. Embrace the wins, learn from the tough times, and enjoy the ride. It keeps you motivated and loving what you do.

While recruiting has its challenges, finding joy in the process is essential. A positive mindset contributes to better performance, resilience, and turning challenges into opportunities for growth. Embracing the journey fosters enthusiasm and dedication to the role.

Recruiting can be challenging but also incredibly rewarding. Take pride in your role of matching talented individuals with opportunities that enhance their careers and contribute to the company’s success. Celebrate your achievements and learn from any setbacks. Keeping a positive outlook will sustain your enthusiasm and commitment to your new career.

Understand the company offerings (Product/service offered) and what are the USP's, the main competitors etc. Understand the process followed, tools and tech used in the organisation Create your own pitch that you can use to communicate and generate interest with candidates Understand the hierarchy and stakeholders involved and build a good relationship Identify a mentor/colleague with whom you can share, clarify your queries and take suggestions/feedback from Keep learning and incorporate the learnings to better the process and outcomes. Maintain an excel sheet tracker on the candidate status, source and offers (ATS can be used, but i find keeping a tracker more useful)

Getting familiar with the org and the teams you will support Looking at past trends and identifying bottlenecks - this means fixing what is not working and getting stakeholder buy-in Working closely with hiring managers to have lean recruiting processes put into place- this means you understand that delivery of product/service happens on time which affects profits By the end of the first 30 days there should be a major improvement of recruiting and hiring processes that will result in a positive candidate and hiring manager experience, which allows delivery to happen on time, which allows a less negative impact of budgets, which allows for predictable growth of the team and org

Listen. Ask questions. Shadow someone great. Work hard. The first month in recruiting should be making sure this career is for you, are you resilient, can you handle the pressure and can you improve both candidate and employer circumstance all at once?

Take advantage of any training or development opportunities provided by the company. Stay informed about industry best practices and emerging trends in recruitment.

First few thing in first 30 days 1. Understand the Company Overview:Get a grasp of the organization's background,values,and mission. Familiarize yourself with key products,services,and market positioning. 2.Connect with Top Layer/Stakeholders:Identify key stakeholders & leaders relevant to your role.Initiate connections to build relationships & gain insights. 3.Complete Mandatory Business Training:Prioritize mandatory training sessions to understand the company's operations. 4.Find a Mentor/Leader in 30 Days:Seek out a mentor or leader who can guide you in navigating the organization. 5.Remember: While following these steps, stay focused on your primary role and responsibilities

It will be important to have a deep knowledge of the roles you will be recruiting for. Review job descriptions and requirements for open positions to gain clarity on the qualifications, skills, and experience sought by hiring managers. This understanding will help you identify suitable candidates and screen applicants effectively. I have also found that it is important to be adaptable to change. If something is not working, try something different. Be adaptable and open to adjusting your approach based on feedback and changing circumstances. Continuously refine your recruiting strategies to meet the evolving needs of the organization and improve your effectiveness as a recruiter.