Business

Planning Ahead for Sustainable Success

Every recruiter knows that the ultimate goal is to connect the best candidate to top employment opportunities that will benefit both parties. But how do you separate good recruiters from great recruiters? And what happens after the perfect match is made?

From top business execs to pro-athletes, the consensus is the same: it’s all about the follow through.

So what does that mean for recruiters? Below are our top 3 tips for building sustainable success within the professional connections we create.

1. Branch Out

Too often we get too comfortable in our routines, our daily routines, our work routines, and the same goes for our recruitment routines. The process can become so repetitive for us that the passion for finding the absolute best talent sometimes starts to fade away and we might subsequently miss the right candidate for a position. That’s why it is so important to keep up with the new recruitment tools available as well as venture outside your comfort zone and embrace new ways to recruit. Keep an eye out for a future feature on “Refreshing Your Recruitment Routine”.

2. Take Note

One of the most common questions asked during any job interview is “Where do you see yourself in 1 year? 3 years? 5 years?” Being such a regurgitated idea, it’s easy to let the answer go in one ear and right out the other, but a top recruiter will take special note of those answers and keep them in mind for the future. Why? No one wants to get caught in the revolving door of employees entering and exiting on a whim. And focusing on the right questions will lead the way to sustainable success and tip #3.

3. Plan & Execute

A well-prepared plan is nothing without the follow through, but without the plan the follow through doesn’t even exist; this is why both are so significant in sustainable success for any recruiter. Developing a career path plan for prospects ensures that not only their ultimate goals align with their potential employers but vice versa. It doesn’t have to be an extensive plan either. A few well thought out goals and plans of execution can turn a simple template into sustainable success for everyone.

Bonus: Share the wealth! Now that you’ve come up with a career path plan for a candidate that you think is the perfect fit for a company seeking talent, share it! As a top recruiter, share the plan you’ve developed with the company so they can continue developing their new hire for continued growth within their organization. But remember, always keep a copy for your record as well because well, you need to make sure you have your follow up ready too.

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3 Efficient Ways to Recruit All-Star Talent 

We want the best of the best. It’s a trait natural to us humans stemming from early childhood. Whether it’s being the best in class, the best in show or the best at work, top talent and top talent seekers alike share this need for coming out Number 1.

After all, it’s in a recruiter’s DNA to strive to find the gold standard for the companies they work for, sometimes however, that talent can be hard to find.

Check out our 3 tips on the most efficient ways to recruit all-star talent and never miss out on that gold standard candidate again.

1. Flush Out the Flakes – Recruiters have a knack for separating the serious candidates from the rest, but sometimes those skills can get a little rusty. Beginning with the non-negotiables immediately thins the herd by differentiating prospects that fit the requirements of a position with those who do not. However, after the initial cut, revisit each candidate and focus on the length of work experience (i.e. how long they stayed with each company) and any promotions or title changes within a company. These two factors will help flush out the candidates that potentially hop from job to job frequently and those who possibly don’t excel enough within a position.

2. Set Yourself Apart– An all-star candidate usually doesn’t just have one option in front of them. They’ve been contacted by other recruiters and have the luxury of choosing the best position for them and their needs. Highlighting why your opportunity is better than the competition is obviously key, but don’t just focus on the apparent reasons like better pay or a promoted job title. In order to differentiate yourself from the rest of the pack you need to dig deeper and focus on other potential positives. Below is a brief list of examples to keep in mind but there are dozens more to consider:

 

  • Shorter Commute
  • Remote-Work Opportunity
  • Paid Vacation Time
  • On-Site Daycare
  • Extended Maternity/Paternity Leave
  • Positive Work Environment

3. Emphasis Opportunity & Growth – A candidate with well-defined goals and a solid career path should automatically signal “all-star” to a recruiter. A clear and concise plan of action shows both ambition and drive as well as someone who is serious about their career and their future. Catching the attention of a candidate like this comes down to an extremely important element, matching their career path with a compatible path within the organization.

All-Star job seekers are everywhere! Just know, finding and securing the best of the best, means recruiters need to be the best of the best. Happy Hunting!