How To Develop Your Recruiting Career In 2018 Part 1

2018 is almost here, which means that recruiters all over the country are starting to think about what they could do better in the next 12 months. In this competitive environment, how do you plan to get ahead of the pack and make a name for yourself as a top biller?  

Constant improvement is key to developing your recruiting career in 2018. Over the next two posts I was to share  9 essential steps to transform your billing success. 

1. Leverage your candidate’s network.  

When a candidate turns down your client’s offer, you should immediately ask the candidate if they know anyone else in their network who might be interested in the role. You should also make it a habit to jump on LinkedIn with every top candidate and scour their connections for possible talent to build your talent pipeline.  

2. Leverage your client’s network.  

A savvy recruiter relentlessly mines every opportunity, and will be searching the client’s website and social media for mentions of their clients, for possible new leads. Also, make an unbreakable habit of asking your existing satisfied clients for referrals.  

3. Build your own network. 

Seminars, conferences, business breakfasts, online forums…get out there and make conversation! In order to be a sought-after recruiter, your name must carry professional currency in your sector, so get informed about recruitment trends and research the health and challenges facing your sector. The more you know, the more authority you have—with clients, with candidates, and with the movers and shakers you meet at industry events. The quickest way to build your name is to speak at events.  

4. Find out the candidate’s motivations.  

Whether an active or passive candidate, you’ll have a much better conversion rate if you take the time to learn the candidate’s actual motivations that will spur them to accept (or decline) a job.  

If they’re saving for a house, a higher salary may well tip the scales, even if the role isn’t perfect. A short commute might be the determining factor for a parent, while an incredible training program might be the ideal stepping stone for a hungry young graduate. For many Millennials, a great company culture and the opportunity to travel might help them overlook a smaller salary.  

Don’t just assume you know what drives them. Ask.  

And always, always be honest about both what the job offers, and what it requires. Never push a candidate to apply for a job that you suspect doesn’t really fit with their goals—you’ll only disappoint the candidate and waste the client’s time if they then reject an offer.  

5. Repeat after me: I WILL keep candidates in the loop in 2018.  

There is no quicker way to annoy a great candidate than to not keep them informed about the process of their application. We get it, you’re rushed off your feet, but an email update takes approximately one minute of your day.  

Even if you’ve heard nothing from the client as yet, just say that. The candidate will know that you haven’t forgotten them and are still dedicated to your success. If you do have feedback available from their interview process, be sure to share it with them, gently if necessary! 

Look out for part 2 soon. 

Until next time,

Cheryl