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How to Be A Successful Recruiter

By Edited Oct 27, 2013 0 1

In three simple steps, this article explains how to become a very successful recruiter in the staffing industry. You will develop the knack for helping hundreds, if not, thousands of people find jobs and new careers.

Things You Will Need


Step 1

In order to become a successful recruiter, there are three areas to focus upon. Those three areas are:

Search assignments-job orders
Identifying candidates
Send outs-interviews

Step 2

Search Assignment-Getting Job Orders

The first area to master is the search assignment. This is where we attain the job order(s) from the client or facility that has an opening which needs to be filled. To attain a job order, there are a few questions which need to be answered and addressed. We need to know how long the position has been open, whether or not other candidates are being considered for this position, and the roles and responsibilities for the position. It is imperative to gather as many details as possible about this opening. While working on the job order, we must also ask the hiring manager or human resource manager if there are advancement opportunities associated with the position. It is also important to know how soon they would like to fill the position, and if the requisition has been approved by management, which would give us the authority to work on this position. The next step is to produce a contract between the client and the agency which explains the mutual agreement and outlines the details of the requisition, compensation, and guarantees between the agency and client.

Step 3

Identify Candidates

The next step is to become a master of identifying candidates. When screening candidates, it is very important to get as much contact information as possible. It's necessary to get their name, address, home and work telephone numbers, mobile phone numbers, email address, proof of residence, and complete employment history. A recruiter must also know which schools the candidate has attended, whether or not a degree or certificate was earned, if they can travel, if they are willing to relocate, and if anyone else is involved in their decision making. A recruiter should know where the candidate has interviewed, and where the candidate has applied. It's also important to know if they are working with another agency to avoid cross-referencing or duplication of efforts. A recruiter should know what the candidate is currently making, and what they desire to earn in the next opportunity. It's always important to discuss counter-offers and why a candidate should not accept such offers. Build a strong relationship with your candidates and earn their trust. Create an honest relationship. You will be negotiating on their behalf, so its important to uphold an honest reputation and build integrity.

Step 4

The sendout is another name for an onsite interview. As a recruiter, your job is to schedule an interview for your candidate. Once it has been confirmed that your client wants to interview with your candidate for a position, you must prepare your candidate for the interview. You have to let them know what to expect, how to dress, how to ask and answer specific questions, how to answer questions concerning money, and hundreds of other possibilities which can arise during an interview. You must also make your candidate aware of the importance of preparing in advance for an interview and debriefing after the interviews have concluded. The debrief is where your candidate will provide feedback and share their views and feelings about the interview and the opportunity overall. You can usually find out the answer if you were to have them rate the opportunity on a scale of one to ten, one showing no interest, and ten showing enthusiastic interest.

Learn to master the skills of developing job orders, identifying candidates, and creating sendouts, and you can create a solid six figure income for many years to come.

Tips & Warnings

Always follow up with your clients and keep all information current
Build relationships with all parties involved
Remain honest and expect honesty from your colleagues
Always ask questions, don't assume that you have all bases covered
Confirm and Reconfirm over and over!
Don't assume!
Become a master note taker; document everything



Jan 22, 2010 8:59pm
As a recruiter you need to be able to justify to your client the need to us pre-employment screening tests to determine the behavioral abilities of the qualified candidates they are considering. With a high unemployment rate, people can be better 'interviewees' than actual 'employees' capable of doing the job they are seeking.
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