Simple but Must Recruitment Steps

In my previous post I spoke about the passion for Recruitments. Now to have a passion for anything, one needs to understand the intricacies of that particular subject. Like every subject or task Recruitment also has 3 most important steps that every recruiter should follow for a successful hiring process.

1) PROFILE: It is must for a recruiter to understand the minute details of the profile they are working on. Just finding few words from the profile and putting them in your search doesn’t works. Specifically when it comes to Middle — Senior Management hiring or hiring for Niche Profiles. If you don’t know what you’re hiring or what your client is looking for in a candidate you will not be able to get an apt candidate for the vacant position.

It’s true that a recruiter doesn’t have knowledge for every profile he/she is working for. Fine no issues.

• Find few words from the profile that you feel are important, ask your client about them or Google them.
• Another way is find few candidates who are working on such profiles, talk to them and you can freely ask them to explain you the details of their working.

Believe me people do help if you ask and are willing to learn.

2) CLIENT: “The Customer’s perception is your reality”

Best customer service is what every client expects. And this can be fulfilled only when you effectively understand your client needs. So asking them questions, clearing your doubts, and then working on the requirements is the best way to go on with. Put yourself in their shoes and then think, it will be help to some extent.

3) CANDIDATE: “Closures and joining is the lifeline of every recruiter”

After working hard for a profile, if the candidate doesn’t joins or after joining if she/he leaves the company within few months, it becomes a problem as well as demotivation for a recruiter. I’m not saying we can avoid this 100%. But yes to a large extent things can be changed. It’s very important for every recruiter to be aware about the past, present and future- personal and professional aspirations of the candidates they are dealing with.

Past and present experience with the companies they’ve worked for and currently working.

What are their career aspirations?

What is more important for them — Profile growth or Monitory aspects?

Their expectations from the offered profile and company.

Last but not the least Attitude of the candidate matters a lot.

• How willing is the candidate to learn new skills
• Whether she/he has team spirits or not
• Whether the candidate is culturally fir for the company or not.

What are your insights on Recruitment…