Being a recruiter is not an easy job. There is a need to connect with prospective hires. There is also the need to create effective interview skills, self-confidence and above all choose the best candidate for the job and weed out the rest. You should be uncovering their potential in the hidden areas as well as place yourself in a position to take advantage of their knowledge and ability. 

Recruitment requires persistence and a personable approach to people. This approach shouldn’t threaten individuals by asking irrelevant questions or ask them to do something that is impossible to do. Some of the most successful companies have been built by strong skills of the recruiters and their ability to use strategies that resulted in successful job placements. There are many ways this approach is made – over the telephone, email or through face-to-face meetings. In today’s world, however, the last option is usually meant for people who really count for the job and are likely to be a preferred candidate. When initiating interviews, note that there are many major purposes to take into consideration as listed below: 

  • Gather information of the candidate, both personal and professional
  • Offer suggestions on how to proceed with the interview
  • Acquire date from references and interests and so on.

It is necessary to make sure that you are not conducting the interview with only a small pool of potential candidates; or assume quickly that the candidate is the most knowledgeable. Individuals who think out of the box can be very helpful, too. You must identify where to best focus your efforts, not just “window-shop” for potential talents. There is no substitute to knowing the individual, in and out. 

Then there is the option of hiring through recruitment campaigns. Your recruitment campaign has very similar traits to the art of marketing products and services. Good professional sales headhunters know that an effective marketing campaign is one in which they can alter the campaign depending on the number of responses or the type of impact it has on the target audience. The products may be defective, or in worst case scenario, it may not create a demand at all. But more often than not, it is how that product is positioned that counts toward end results. Similarly, recruitment campaign should be able to justify the time, effort and resources put to it. The response to your recruitment campaign may be delivered immediately, or it may take a while depending on the requirement and its presentation. The campaign must stress potential benefits as well as the reason why anyone who is qualified should apply for the vacancy. 

Know that results cannot be expected to change overnight. This type of campaign is always a trial and error process knowing how likely prospective hires are able to approach the campaign. Also crucial to this process is the ability of the advertiser to evaluate and adjust the campaign by understanding potential audience.