What Every HR Recruiter Needs To Know

Those of you who recruit effectively in the HR field understand that you’re dealing with a significantly different type of candidate than your average jobseeker.

Because so much of HR revolves around hiring and company culture, you can bet that your HR candidates already know what makes a fantastic CV, they’ve probably already done some research on the hiring company, and they can predict interview questions perfectly- because they’ve used them themselves! In short, HR candidates already know the recruitment process back to front, because they’ve experienced it from the other end.

This means that HR recruitment is a specialist field- one where you need to bring your ‘A-game’ as a recruiter because the candidate has already studied the rule-book. In today’s climate where talented employees are at a premium, understanding how to make yourself invaluable to a HR candidate is tremendously important—and can also pay huge dividends to your career down the line.

So, how do you stand out and make yourself trusted as a HR recruiter?

A HR candidate will often see a recruiter as a strategic ally and information source rather than someone to look up to and depend upon for advice (as a less experienced candidate might). As such, offer your services to the HR candidate in finding out extra information they may not have access to, such as company hierarchy and key figures, and more information about company culture. A HR candidate will also probably appreciate being able to speak to other company employees if that can be arranged.

It cannot be emphasised enough how important it is that you have a very specific job description outlining the candidate’s prospective duties and responsibilities, as HR professionals will scour this for detail.

A HR candidate will not appreciate being pushed towards roles that don’t suit them. They’ll definitely know their value in the current jobseeker’s market, so find out their remuneration and benefits expectations and don’t stray outside them.

Don’t give HR candidates the run-around or stall if the client is being slow in making up their minds. Direct honesty will be appreciated and create a bond of mutual respect between you and the candidate. In this vein, feedback is also important to the HR candidate so that they can improve, so find out what you can from the client and communicate it to the candidate. (You’ll generally find that HR candidates are quite comfortable accepting constructive criticism as they have to give it out so often.)

Culture, as mentioned, is tremendously important—in fact, you could argue that culture is more important in hiring a HR candidate than in hiring any other single employee. HR employees need to fit into the culture themselves, and perhaps more importantly, they’re also required to enforce that company culture if employees stray outside it, and hire people that suit that culture. So find out everything you can about culture so that you can match the right HR candidate to the right company. A HR candidate that doesn’t agree with the company culture is a disaster waiting to happen.

You probably won’t need to coach HR clients on interview techniques and it may be perceived as patronising if you do offer it, but they will definitely expect you to have all the information they need regarding interview dates, times, locations, contact persons, dress code and interview format. Have all this information ready for them and send it to them in good time. They will also appreciate any extra information you have about the hiring manager running the interview, as well as any information you have on the outgoing HR person.

Always remember that your relationship with a HR person goes both ways. If they accept the role, HR candidates are extremely valuable to your career, so look after them well, give them the information they need, and a respectful and perhaps even lucrative relationship will develop.

Until next time,

Cheryl