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    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"great-habits-of-effective-recruiters","title":"Great Habits of Effective Recruiters","description":{"description":"<p>If you\r\nare able to find great candidates for your company CONGRATULATIONS! But how\r\nwould you feel if 50 % of them quit within the first month or are being fired\r\nbefore their probationary period is over? Imagine … the whole process would\r\nhave to start all over again, investing more time and more money. You and\r\nothers might even start questioning your real hiring skills. Have you ever\r\nasked yourself what habits would allow you to work more effectively and\r\nefficiently as a recruiter? Keep reading.</p>"},"body":{"body":"<p>If you\r\nare able to find great candidates for your company CONGRATULATIONS! But how\r\nwould you feel if 50 % of them quit within the first month or are being fired\r\nbefore their probationary period is over? Imagine … the whole process would\r\nhave to start all over again, investing more time and more money. You and\r\nothers might even start questioning your real hiring skills. Have you ever\r\nasked yourself what habits would allow you to work more effectively and\r\nefficiently as a recruiter? Keep reading.</p><ul>\r\n<li>Consider RECRUITMENT as a\r\n24/12 job. What do I mean by that? Keep your eyes and ears open at all times,\r\nalso once you leave your office! Let’s say it’s time for lunch and you decide\r\nto go to McDonalds. Are you going to sit quietly in a corner and enjoy your\r\nfood or do you try to approach people by finding out more about their jobs or\r\nby overhearing other peoples’ conversations? If you are going to your doctor or\r\ndentist are you indulging in reading a magazine or trying to engage in a\r\nconversation with other patients sitting in the waiting room? If in the weekend\r\nyou are going to a party are your ears wide open when you hear someone expressing\r\ntheir dissatisfaction about their jobs or tell others that they are in search\r\nof a new challenge? What is the lesson to be learnt? Recruit anywhere, anytime.\r\nYou never know in what situation you might be in when spotting your next great\r\ntalent.</li><li>Recruiting is half selling and\r\nhalf buying. You will be given certain targets to meet within a certain period\r\nof time (e.g. number of calls per day, number of candidates to be interviewed\r\nper day over the phone or in person, number of hired candidates, number of new\r\nacquired clients, number of new vacancies etc.). Your Branch Manager will\r\nexpect you to report these results on a weekly, monthly or quarterly basis. For\r\nyou it’s therefore important to know exactly in what stage you are in and how\r\nmuch turnover you can make in the given timeframe. Do you have lots of open\r\nvacancies but don’t find suitable candidates? Or do you have great talents but\r\nno matching jobs for them? Take immediate action steps so that you will be able\r\nto meet your targets on time. Great time and organisational skills are crucial\r\nin this position. If you are struggling in a particular area then approach your\r\nmanager and ask for advice before you are getting fired for underperforming on\r\na consistent basis. </li><li>Being thoroughly prepared to interview candidates\r\npays off. Know exactly what you need to know about the candidate and how to\r\nask. Remember that most of the talking should be done by the candidate (80%)\r\nwhile you should keep it to the remaining 20 % of the conversation. </li><li>Set the right priorities when\r\ntackling certain assignments. Focus on the tasks that really matter, the urgent\r\nand important things first. The not urgent and unimportant tasks can wait for\r\nlater. Don’t waste your time by sorting out weak candidates, instead focus on\r\nattracting the really good ones. </li><li>After reading this I think you\r\nwill get the point of taking background checks more seriously. Hire Right, a\r\ncompany that specializes in employee background checks, has revealed the\r\nfollowing: 80 % of CVs are misleading, 29 % state fraudulent degrees, 30 % show\r\naltered employment dates, 40 % have inflated salary claims, 30 % have\r\ninaccurate job descriptions and 27 % give falsified references. </li><li>Always have a Plan B. It would\r\nsave you time and money if you would always have some backup candidates on your\r\nlist with their names and contact details at hand. This would allow you to\r\nreplace easily and quickly candidates who either did not turn up at the\r\ninterview, unexpectedly changed their mind when starting the job or who quit the\r\njob or got fired before the probationary period was over. All these scenarios\r\ncould happen to you at any time. Being prepared and well equipped for these\r\nevents would be therefore highly beneficial. </li></ul><p>Effective\r\nrecruiters are always trying to improve their own performance by reviewing\r\ntheir approaches and strategies when dealing with current and new clients as\r\nwell as candidates. Asking yourself on a daily basis: “What can I do\r\ndifferently, better, quicker or more efficiently in the future?” will help you\r\nto achieve that goal more effectively.&nbsp;</p>"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-07-28T07:18:34.130Z"}},"pageContext":{"id":"b5fabafa-fa4e-5862-854f-a9bdc5b19420"}},
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