How to be a successful Recruiter by myglobalcv – Global Employment Exchange

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How to be a successful Recruiter?

In today’s cutthroat labour market, ‘Recruitment’ is not just a process in which recruiter does an ad posting to invite the maximum applications; it’s not just a blizzard of paperwork, including piles of rules and regulations for submitting a resume, rather it is the first impression of the organisation and the first contact which an organization makes with the budding employees

So, in whatsoever form it is done, it projects the company’s brand, its values and its workforce. Nobody wants to work in a monochromatic organization which has ruthless guidelines and which has a work environment not less than the environment of a mausoleum. Instead, the top talent prefers to work in an organisation which has a bouncy environment, challenging job profile and a motivational work culture.

"Recruiting should be where the wooing starts"

A successful recruiter is not the one who had got the myriad applications, but the one who had got the minimal rejections out of the tarn of applications. He is the one who has efficaciously filled up the vacancies by aggressively marketing and profusely promoting the company’s brand image. Here are few questions which you need to answer to anticipate success of your recruitment process.

  • ·         Is this recruitment strategy going to help us attract stellar talent?
  • ·         Is it a true reflection of our company, its brand and its values?
  • ·         Is our organization’s website design appealing to all generations?
  • ·         How is the language in your employer branding and follow-up information?
  • ·         Where do you need to change, if required to, so that you are able to catch the eye and fancy of the talent you need?
  • ·         Are you using the whole panoply of social media to establish a presence and dialogue that goes way beyond a specific job opening?
  • ·         Will a potential employee be able to reach you easily?
  • ·         Is your recruitment strategy going to hit the target candidates?
  • ·         Are you transparent enough in your process of recruitment?
  • ·         Do you have list of parameters on which you are going to evaluate the candidates, handy with you?
  • ·         Are your job descriptions and job profiles ready?
  • ·         Are you, as a recruiter, present on various social media websites? If yes, then is your profile updated?
  • ·         Have you clearly mentioned the contact person and contact details in the ad posting?
  • ·         Have you cited a deadline for submitting the application?
  • ·         Have you conveyed the medium for application?
  • ·         Have you set a deadline for yourself to culminate the recruitment process?
  • ·         Have you evaluated your previous recruitment strategies before following the current strategy?

All in all, companies and candidates both like to believe they are great and deserve the greatest, which is true! But someone has to provide a reality check to keep expectations realistic! This reality check for both the sides is fairly provided by myglobalcv. This portal is not only meant for naive recruiters but also for learned professionals. It provides a wide range of services for recruiters as well as for potential candidates. It providers recruiters an opportunity to explore copious video resumes of prospective candidates present across the globe. To the top notch talent pool, the portal brings unlimited global opportunities, assisting the job seekers to get their dream job.

To conclude, recruiting is tough, but successful recruiters know what it takes to succeed. Recruiters in 2015 will continue to move further along the spectrum of adding value, based on the experience and service, rather than peddling people or jobs as our “products.”

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