5 Best Practices of Top Performing Recruiters in 2017

Emily Kocoloski   June 01, 2017  

As recruiting professionals, we are all aware that today’s talent market favors the job seeker. This truth adds even more pressure to the already competitive hunt for sought-after candidates in 2017. Companies want the best of the best and they are looking to us to deliver the solution.

If you are struggling to make the perfect placement – or just want a leg up on the competition, we have something to aid in your efforts. This list includes 5 of the top recruiting strategies that successful talent professionals are using to snag the most coveted candidates.

I. Selling the position – Recruiting is a lot like sales, except you aren’t knocking down doors to pitch a product. You have something much better – an opportunity, and it is your mission to make candidates buy into a brighter future.

Sales savvy recruiters know that they must have an airtight grasp on the position before they contact potential candidates.

This means that they have an enticing job ad ready, an introductory message sent, and clearly stated expectations from their hiring manager. These recruiters also understand that they aren’t just selling a job,      they are selling a company. Prepare yourself for your candidate’s questions and concerns by familiarizing yourself with the company’s culture. Nothing damages your professional reputation more than low placement retention due to cultural fit.

II. Strong relationships with hiring managers – Hiring managers and recruiters have the same goal – getting the best new hire placed. One major issue between the two parties is how they see this goal being accomplished. Open and detailed communication with a hiring manager can save recruiters time and frustration while moving candidates through the hiring process.

A more concrete way to ensure that you and your hiring manager are on the same page is to clarify your roles through a Service-level Agreement. SLA’s define expectations on both sides- holding each party accountable, while also minimizing confusion. These agreements can streamline the process – leading to better hires, faster. This collaborative document results in a win- win solution for both hiring manager and recruiter.

III. Cultivating your talent pool – The successful recruiter knows just how in demand their best connections are. By keeping a deep talent pool, these recruiters don’t have to worry about detailed sourcing every time a new opening is placed on their desk.

These recruiters value organization. What is the point of having a stacked talent network if it takes unnecessary time to find the desired connection? By screening these candidates ahead of time sharp recruiters can have talent assessment results and personalized notes already loaded into their Applicant Tracking System. Candidates will take note of your attention to detail and be more open to talking about your available positions.

IV.  Building a strong personal brand – One of the best ways to boost your credibility with candidates is to present a strong personal brand across multiple channels. When you look at successful recruiters’ social media pages you will find frequent posts filled with relevant content.

Some of the best recruiters will even create their own content through blogs and podcasts – further establishing themselves as talent experts. Candidates notice advanced branding and gravitate towards the recruiter that seems not only the most professional – but the most human. If you do plan to step up your content branding game be personable with your posts, candidates can smell inauthenticity from a mile away.

V. Utilizing data-  Successful recruiters always know where they stand. Modern technology makes it easy for them to measure key components of the recruiting process. The effective recruiter uses data and reports to reach their goals and create game plans.

They know that with data comes power.

With valuable analytical information like source of hire, candidate experience, and time to fill statistics, recruiters can anticipate the industry trends. This competitive edge allows for more effective time management and overall better recruiting stats.

These five best practices will separate the good recruiters from the great in 2017. Don’t fall short because of outdated recruiting tactics – instead utilize these strategies to exceed expectations and grow your skills.