You might be wondering whether your supply chain recruiter is good or not. Well, good and dependable recruiters are not just the one who do their day to day tasks while meeting your expectations. They’re the ones who make sure that the company they’re working for is attracting and keeping the best.
Recruiters not necessarily need to come from human resource backgrounds. Though, it will be nice to have experience in doing customer service, design, marketing, coding, sales and several other fields. Despite the diverse backgrounds that recruiters could have, there are qualities that they should have.
Number 1. Build relationships – according to statistics, recruiters are rejecting more candidates than hiring them. Goods ones are doing it gracefully by means of turning the rejections in a relationship like sending post interview rejection letter etc. On the other hand, you can easily see recruiters who stand out among others by those who go above and beyond such as sending personalized emails as well as building actual relationship.
There is an indication that can help you tell whether the recruiter is good or not and it is when they do remember minute positive details of the conversation to the rejected applicants and use it to add a personal touch to their professional connection.
Number 2. Think ahead – as a matter of fact, seasoned supply chain recruiters are not waiting for job openings before they get started searching for new candidates because they do this ahead of time. Instead, they’ve begin to establish the pipelines and keep the records of all potential applicants. They take initiative in creating a strong network while engaging passive candidates. They know where they must find seasoned and experienced candidates and the way to properly source new talents.
They aren’t afraid to explore and to benefit from social media recruiting. If they see a department growing, they collaborate with the supervisors and managers in an effort to forecast the hiring needs.
Number 3. Play well with the hiring managers – there are cases in which recruiters need to navigate conflicts with the hiring managers that lead from clash of interest. A successful recruiter need to seek way on how they can settle the indifference and balance demands of hiring managers. Everyone talks about candidate experience but the experience of hiring manager is equally important too.
An experienced recruiter is using their expertise for emphasizing on potential problematic issues that might be difficult for the hiring managers to grasp or spot on their own such as subtle signs indicating that a candidate might be future toxic co-worker who undermining their team and so forth.