Most companies need to establish and acknowledge key objectives of their recruitment teams. This is important to help define the objectives and goals of the business to ensure that the business is on the right track. These can be summarized as the following:
1. Recruiting the skilled candidates
2. Reviewing and tweaking the recruitment process
3. Ensuring that there is branding throughout the recruitment process
This will help the company achieve its objectives and hire the right set of people and this will ensure that recruitment plays a strategic role.
What defines Super Recruiters?
Super recruiters are not defined by the speed of sourcing hundreds of resumes by the end of the day. Quality always trumps quantity. Super recruiters need to follow certain behaviours through the recruitment process and achieve that the three objectives are met.
Stages in the Recruitment Process
1. Scouting for candidates
Recruiters need to follow an aggressive approach by hunting and not just sourcing for candidates. The most ineffective way is for recruiters to post jobs on different channels and wait for resumes to fill up their email box. Talented candidates need to hunted for as they might not have the time to look through job posts.
Super recruiters would use job portals, internal databases and executive search through agencies. With the right sourcing channels, you can identify candidates with the right competencies and save lots of time with finding the right talent.
Additionally, super recruiters learn everything about the role and the industry information and this helps them hunt down candidates. They look for key terms, sourcing channels and look for ways to search for candidates quicker. This helps when there are discussions with hiring managers and allows them to be confident to take on the job.
2. Reviewing candidates
Once the shortlisted resumes are apt, then the super recruiters will contact them via email, phone or video calls and do a screening interview. This will help the recruiter determine whether the candidate is suitable or not. This is based on their knowledge of technical skills, speaking skills, confidence and more.
When presenting the resumes to the hiring managers, they need to ensure that they have all the information needed and based on this questions will be asked to the candidates. The screening process should be long in order for the recruiter to ensure that they have all the information that they are looking for.
Super recruiters will get involved in the technical interviews that is conducted by the hiring manager and this will let them know the type of questions asked and what they should look for in the screening call.
Additionally, super recruiters do not the time of the hiring managers or their own time and shortlist and schedule further interviews. Those that do not meet the minimum standards or the notice period is too long are sent emails.
3. Showcasing candidate profiles
Super recruiters should share only the selected batch of resumes with the hiring managers. They should ensure that the resumes are not submitted raw as there are times when hiring managers felt that the candidate does not have the experience or skill to work in this industry. Super recruiters need to play the role of a salesperson by ensuring that the document must have certain skills and highlight that in the profile for them to be a perfect fit.
So, are there super recruiters around us? Yes, there are and we need more of them to lead teams and grow our companies. It is also the responsibility of the lead recruiter to ensure that the recruitment teams grasp these behaviours and achieve the 3 objectives.
Arnold Consulting Pvt. Ltd. believes in ensuring that our recruiters are well trained to take on all challenges that come their way and meet the 3 objectives outlined in this article. We are a global leader in staffing and recruitment and ensure that we do everything to ensure that find the right talent in a quick turnaround time.
Are you looking for a job change? Then write to us with your updated resume at email@example.com now.