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The importance of being a good recruiter

Published: Monday 18th March 2019

Research from VHR, the technical recruitment company, suggests that when it comes to saying ‘yes’ to a job offer, candidates can be just as influenced by the recruitment experience, as the size of the salary. In a poll of 500 potential jobseekers, 88% of respondents said that money wasn’t their first priority when it came to finding a job. Instead, solid communication with the recruiter, or superior customer service from a recruitment consultant topped the list. Over time, this led to more satisfied candidates and a better success rate for recruiters.

Man in recruitment holding magnifying glass on mini figures.

Improving the recruitment experience

So how can you, as a recruiter, foster mutually-beneficial relationships with candidates that keeps them with you throughout their careers. The answer to that come down to the strength of your customer service and the recruitment experience. A good recruiter will take the time learn as much as they can about the candidate, take a genuine interest in their skills, experience and how they’d like their career to progress.

Recruitmenter discussing how she is attracting candidates

Here are the five key areas recruiters need to look at in order to do that:

Communication – According a Career Builder survey, 81% of jobseekers say that continuous communication and status updates would greatly improve the overall candidate experience. Today, there are more ways to communicate much more easily and effective. Recruiters need to focus on a communication strategy that engages, informs and feedbacks with candidates at every stage of the recruitment process.

Be as flexible as possible – Most people looking for work are already in a job. That’s means they’re just as busy as you. Be as flexible as possible when arranging calls and interviews. Try to give candidates plenty of advance notice so they can prepare for interview. They’ll

appreciate you all the more for it.

Trust – Trust has to be earned and maintained. Be honest and transparent in all your dealings with your candidates. If you say you’ll be in touch at a certain time, make sure you are. Not getting back to candidates, for any reason, simply isn’t good enough in this day and age.

Technology – New technologies means we are the recruitment process has become easier to manage. We can automate more of the repetitive processes freeing up time to develop more personal relationships with candidates. Recruiters no longer have to pick up the phone to engage with candidates (but that certainly doesn’t hurt if you want to personalise the experience). Keep seeking out the latest technologies that can help when it comes to improving the candidate experience.

Get feedback – If you don’t know where you’re falling short when it comes to customer service and the candidate experience, you can’t improve. Put feedback mechanisms in place and act on them. Again, new technologies can help here. Find what works best for your needs.

Poor candidate experiences are bad for business

At a time when the oldest members of Generation Z are beginning to enter the workforce, being a ‘good recruiter’ could be more important than ever. A 2018 report found that almost a fifth of this demographic abandon the recruitment process, even after a job offer, because they’re not happy with the recruitment experience of the customer service offered by the consultant/agency. In a competitive marketplace, it’s more important than ever that you focus on keeping your candidates happy.

a man with a bag on his head representing a bad candidate experience for a job seeker

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