Five recruiter ‘must haves’ (Infographic)

Welcome to the first ever ‘Savage Truth’ Infographic. Just to mix thing up a bit.

Short and sweet, too. Five recruiter essentials. Check you have them, won’t you?

5-things-infographic-greg-savage

 

Thanks to Ross Coverdale of Head Resourcing for producing this Infographic.

Have your say. Please leave your comments and ideas below.

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  • Posted by Greg Savage
  • On July 1, 2014
  • 8 Comments
Tags: Recruiter coaching, recruitment, recruitment skills

8 Comments

Brad
Hi Greg, I agree with all these things being an "essential" moving forward... nothing new or groundbreaking as I believe we needed to be all over these areas many years ago. I interviewed an executive candidate yesterday who is also being pursued by a global firm to join as an executive recruiter (new career line). This candidate had no recruitment experience... needless to say the conversation moved towards my understanding of the recruitment function. The role of recruiter has been sold to her as social, interactive, frontline, heavy networking and plenty of "getting in front of people". There was no mention of the endless hours of working databases, documenting conversations, paperwork online or off, profile writing, late nights, weekends to “save the deal” etc etc. Which I know is the downfall of many recruiters. Point being... where does all of this come into the picture above when a newbie to the industry is trying to gain a realistic impression of a recruiters duties? At a glance I would say point 5 but maybe a sixth box should be added to include endless administration? I appreciate this is bit of a rant and possibly off topic but worth seeking your thoughts as it is a topic that has come up numerous times lately. Thanks. B.
    Freyja
    Amen to your comments Brad. I still get the " I'd love to work in the recruitment field and do what you do because I love working with people................."
Lachlan
I'm with Brad. I think this is a sub-set. Add perseverance, a long view, fairness, advanced time allocation skills, love of people, influential dexterity (ability to turn things around) and...ears which work.
    Greg Savage
    Brad, Lachlan, of cousre this is a subset. No one would suggest this is the entire list of skills or tasks that a recruiter needs to master. I am just flirting with a few of the ones most recruiters do NOT have. But Brad on your point, admin needs to be automated and outsourced. What you describe will kill you
Leigh
Nice way to mix it up, Chris. I'm a huge fan of graphical representations of concepts. I particularly relate to No 4 - connecting and networking is in my view the fun part of the job. And probably one I don't get to spend as much time on as I would like. A good remind to re-engineer the way I work to free myself up for it. It's so easy to get bogged down in other stuff.
Lisa
I agree with lots of this post (we need to work smarter, more electronically, less admin etc) but I do think the idea that we all set up twitter accounts and blogs a little unrealistic (and kind of unnecessary). Maybe it's just one difference between large, global recruitment companies and small firms. I run a small but successful recruitment company and as much as I understand and use social media as a tool, I can't imagine my clients or candidates would want to read a blog about it! I went to a seminar a few years ago and heard all about how those who didn't have facebook/twitter accounts associated with their business would never survive this era of social media. At that seminar it was pointed out that a team of people were employed to assist in managing the work associated with maintaining this side of the business so how realistic is it to suggest that people add this to a typical recruitment workload? If it's not handled properly and professionally it could work against you. I also see so many new recruitment consultants rely almost entirely on finding people this way instead of using existing databases, referrals and making telephone calls - social media can work but I think it can actually be a very small part of your business.
Zelda
I totally agree with Greg and when interviewing new recruiters I scrutinize their LinkedIn profiles. No LinkedIn profile, sorry but you are not for us. We revamped our image across many social media platforms and aggressively marketed our job board on our website - to such an extent that we are getting 50+ applications for each position we place. Yes, 1% are totally unsuitable but the majority are totally super duper. All our previous paper processes have been automated and the only thing recruiters have to concentrate on is matching the perfect candidate with the job spec and writing the candidate profile. Sadly, not many recruiters can write a decent profile, seems comprehension is not widely taught in schools anymore. When it comes to social media and getting your company "out there", automate! Find the right tools and the job of social media marketing becomes a breeze. Recruiters must learn to work smarter, not harder. As a manager I make sure my recruiters have all the tools to their disposal to make a placement. The excuse of "I can't find the right candidate" has become a swear "word' in our company.
Natasha
I agree with Lisa to a certain degree, however being a recruiter myself I find the use of social media relative to my eagerness to learn more and understand my market place better and social media as a whole. So even if you don’t use it as a tool to source candidates, which as you say is just another medium, I'm always finding something interesting to read and develop my expert knowledge further!

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