You’re a social butterfly and love any opportunity to connect with new people — virtually or in person. After all, those connections may be the perfect fit for your next open role. Your presence online and at events is also your opportunity to build your recruiter brand and your company's talent brand, which could be the difference between attracting and losing great talent. Once you’ve made a connection, you nurture it. You may even take the time to post useful tips that can help those candidates and job seekers in your network land the role they want. The next time they’re looking for a new job, they’ll likely think of you.
As the first point of contact with a candidate, you know that it’s up to you to pique their interest. And that all comes down to what you say — especially if you’re recruiting for a company that isn’t well known. That’s where storytelling comes in. You know how to write a compelling job post. And when you communicate with candidates, you stand apart from other recruiters by tailoring your pitch based on their interests and career goals. You’re able to emotionally resonate with candidates and help them picture themselves in a role by illustrating the culture, challenges, and opportunities.
You’re like the “eye of Sauron,” but nice. You’re all-seeing, thanks to your ability to methodically dig into the data to find the talent you need. While others might look for talent in the same places, you know how to think outside the box and understand that university pedigree, experience, and titles aren’t everything. You’re a strategic sourcer and look for those candidates who have the skills and potential to succeed in a role.
You’re the cheese to candidates’ macaroni. After that first phone call or InMail, they’ll know they have found themselves a passionate advocate. That’s because you really take the time to get to know them and their career goals. You do everything you can to set them up for success. You help them prepare for their interviews, make sure the interviewers are set up to provide a positive experience, and give your candidate useful feedback — even if it isn’t warm and fuzzy. You’re someone the candidate will want to stay in touch with, even if that role doesn’t work out.
You saw the Great Reshuffle coming five years ago. The skills gap? You practically invented the phrase. Your team and hiring managers look to you for guidance and you know how to build a hiring strategy that will set your company up for success, whether that means exploring ways to use AI to reduce interview bias, utilizing new hiring tech that will help you find and hire talent more efficiently, or predicting attrition and opening reqs early. You’re always one step ahead and up for a challenge.