The value of a recruiter in the business world, while still the same from a fundamental and functional perspective, has changed quite bit. Yes, operations recruiters must still mine for candidates who can come in and add value to a company from the first day on the job. However, these individuals must also now be well-versed on the inner workings of a position, have an understanding of the skills that an individual will need to have in order to succeed in a particular position, while also selecting someone who will come in and fit into the established culture.
If this sounds like a lot of work, that's because it is. The days of reviewing resumes and conducting run-of-the-mill job interviews are over. Recruiters are now more valuable than ever because they essentially have the power to shape the direction in which a company goes.
A recent article from Recruiter.com listed the value that these individuals present for a company, whether they are in the supplemental staffing arena or in a traditional human resources role. Most important is the fact that recruiters, in order to be effective and provide the maximum benefit for an organization, must be subject-matter experts. Whether mining for candidates for one specialized job function or for multiple roles, they have to have a broad and thorough knowledge base in order to identify the right candidates.
In addition, recruiters must also know that simply relying on job boards is not the most efficient way to source either. They must be skilled in asking for referrals and employing outside-the-box methods of making contact with qualified job seekers. In addition, recruiting specialists need to be master communicators and understand how to overcome objections and get candidates to consider a position or company that they may not have had any interest in.
Other skills that recruiters need to possess in order to be effective
Candidate selection is a multi-step process that involves collaboration between the recruiter and hiring manager. If these two individuals aren't on the same page, mistakes in the hiring process are sure to be made that can be detrimental to an organization. This is one of the reasons why in building a talent pool, operations recruiters need to be on the same page with managers and have a clear understanding of what to look for in potential candidates.
Traditionally, the hiring process is a slow one. However, rushing to fit a square peg into a round hole can be a costly error in judgment. According to Zane Benefits, citing from a study conducted by the Society for Human Resource Management, in order to replace an employee, it takes about half of this individual's annual salary to do so. Turnover is going to be a reality no matter the industry; however, this can be avoided by recruiters taking the time to understand both the needs of the business and the hiring manager in order to ensure that no one's time is wasted.
Recruiter.com stated that department leaders desiring additional help must a have a realistic view of the recruiting process and not force those tasked with sourcing for talent to try and find the perfect employee. There simply is no such thing. There will always be candidates who will be overqualified and those who don't have the requisite amount of experience. The goal is to operate in the middle space and find people who can come in, easily adapt to the culture and whose skills and knowledge base can be built upon in order to provide the maximum value possible.