You might be wondering whether your supply chain recruiter is good or not. A dependable recruiter isn’t just someone who are doing their everyday tasks while also meeting expectations. They’re the ones who make sure that the company they’re working for is attracting and keeping the best.
Recruiters don’t actually have to have good background from human resource. Though having great experience in sales, customer service, marketing, design, coding and varieties of other fields can likely foster nice set of recruiting skills. Despite diverse backgrounds, there are some qualities that any hire-worthy recruiters have in common.
Number 1. Build relationships – according to statistics, recruiters are rejecting more candidates than hiring them. The good ones do it in a graceful manner by turning rejection in relationship such as sending post interview rejection letter and the likes. On the other hand, sending personalized emails as well as building actual relationship is what making good recruiters to truly stand out even when they reject candidates.
A sign of good recruiter is someone who remembers the small, positive details from interactions made with rejected applicants and using it to add personal touch to their conversations.
Number 2. Think ahead – supply chain recruiters who bring value to the company they work for aren’t waiting for a new job opening before looking for new candidates. What they do is to develop the pipeline and store records of applicants that can be a fit for the position. They are engaging passive candidates and creating strong network. They know where they must find seasoned and experienced candidates and the way to properly source new talents.
They are making the best of social media recruiting as they’re not afraid to branch out to new hiring methods. So if ever they’ve seen a department is growing, they make collaborations with the supervisors and also the managers to gauge what are the hiring needs in the future.
Number 3. Play well with the hiring managers – there are scenarios wherein recruiters are forced to handle conflict of interests with hiring managers. A successful recruiter need to seek way on how they can settle the indifference and balance demands of hiring managers. Most are after the experience of the candidate but still, let us not forget that the experience of the manager is equally important too.
Experienced recruiter will be using their know-how and expertise to emphasize the potential issues that may be hard for hiring managers to spot or grasp on their own.