What Makes A Great Recruiters?

Today more than ever, Recruiters need to add value to candidates, to their Clients, to their Organization and most of all to their self; the latter is of utmost importance because it’s the very foundation which will help you to add value to your Candidates, Clients, and Your Organization. It will help in your survival and growth.

What makes a Great Recruiters? - The following were the learnings in today's session -

Focus on Your Personal Branding

Create Compelling Online Profiles | Demonstrate Your Knowledge | Be Interesting on Social Media | Learn and Network | Invest in upgrading your skills

Employer Branding - Employer Value Proposition

Employer Value Proposition - Recruiters have their fingers on the pulse concerning the whole marketplace, and are well placed to share how candidates perceive employers' Brands and competitors as well. Recruiters can guide their clients on the best practices they’re seeing in the market.

Adding Value to Candidates

Build Trust and Maintain Transparency | Provide proper Feedback

Candidate Management - Adding Value Service to Candidate's Experience

It is essential recruiters deliver a quality service and candidate experience that adds value. Recruiters need to give candidates a reason to use their service and why they should be the preferred option over the multiple choices a candidate now has to apply for a job.

A candidate that has given up his or her time to attend an interview, deserves to know why they were not successfull. As a recruiter we can add value to the candidate by providing feedback to use for future interviews and to also to stop the candidate wondering what they did wrong. The format of interview , go through the job description and identify the core competencies . Help candidate prepare themselves well beforehand for the interview . Try the best to have primary telecon interview to save your candidate times and also to keep their interest continued till the end. Share orgn culture, success stories - since how long is your company/you working with the client , what is the interview process, what they expect

The relationship you have with the candidate, the way you communicate and interact with them during the hiring process, the trust you build before ever making an offer, all represent the most meaningful forms of employment-related brand ambassadorship – and will often be the difference in whether or not a candidate will consider a company or even if they’ll accept an offer to become your newest co-worker.

That’s because recruiting, at the end of the day, comes down to being a brand ambassador – and recruiters are still the most important brand ambassadors out there because being the face of the company isn’t just a core competency – it’s the whole point of the job.

Client Management  - Beyond Filling Roles - Value Based Services

Having built up a deep understanding of the company and represented it in the market, recruiter will have gained a lot of valuable intelligence from candidates on how your company is perceived as a potential employer. Share the information which is of utmost important to your client and its brand. Do not suppress any Information with your client.

Help Client with Informative Business Intelligence, Marketing Intelligence . Support them with job description design.

Recruiters have their fingers on the pulse with regard to the whole marketplace, and are well placed to share how candidates perceive your competitors as well

Deliver Quality Candidates - The most important thing any recruiter can do for their clients is to provide quality candidates.

Support in Talent Retention Strategies  - Since Recruiters have a better pulse of the employees from the competition , they can guide their clients the best practices they’re seeing in the market. 

Maintain ongoing relationships with candidates and clients and they become natural gamekeepers for you .Mutually beneficial business partnerships are a two-way street, where there’s respect and trust in each other.

Adding Value during COVID 19

-Speak to candidates you have placed – check how they are doing, understand how their organization and Industry coping up with the situation.

-Build Relationship with your Clients by trying to understand how they are doing, what is immediate, and future business plans.

- Check if, any support you can provide –

Employer Value Proposition (EVP)  

Our role as talent acquisition professionals is evolving. In today’s competitive marketplace, where niche skill sets are in high demand, successful recruitment strategies must emphasize the employer brand to attract and retain top talent. We do much more than an interview and fill open positions.

As recruiters, we embody the Employer Value Proposition of the organizations we represent. We are both consultants and brand ambassadors, entrusted with living those values through every story, idea, opportunity, and connection that we establish with prospective talent.

Great recruiters are Brand Ambassadors of their organization and culture!

An Overwhelming response today on zoom online knowledge sharing session with 80+ participants online to learn from our honorary speaker panelist - from

Harjeet Singh - CEO at Conscript HR Advisors Pvt. Ltd

Manu Widge Huntsman - Head Talent Acquisitin

The two major points emphasized during the overall session are LEARNING and NETWORKING. We can only evolve if we meticulously LEARN and NETWORK.

 Our gratitude and thanks to our speaker panelist for their support towards our #HerCareerFoundation initiative on knowledge sharing with our #CEOclub recruitment tribe.

Knowledge is like a garden, if it is not cultivated, it cannot HARVESTED.

Sarla Sharma  Managing Director - Pioneer Management Consultant Pvt Ltd  |

Chairwoman - Her Career Foundation | Founder - CEO CLUB |

Organiser - Run for Diversity Half Marathon

PMCPL - Connecting Businesses with their People - 25 Years of Experience in Recruitment - Executive Search | Diversity Hiring | Contract & Temp Staffing.