Successful Recruiters Characteristics

Do you have what it takes to be a successful recruiter?

Why are some recruiting teams more successful than others? Having been in the business for over 30 years, I have seen many recruiting teams succeed while others not so much. Sure the leader of the team matters, but the players matter just as much. As the year comes to a close, I want to share with all of you the top five characteristics of the successful recruiters I have dealt over the years.

Sheila’s Top 5 Recruiting Characteristics of Successful Recruiters

1. Successful recruiters have relationships with their hiring managers.  Without strong relationships easy searches can become dreadful and difficult searches, disastrous. Be sure your recruiter has a relationship with the hiring manager

2. Successful recruiters are knowledgeable. Successful recruiters understand the trends in the marketplace, the industries in which he/she is recruiting; the challenges of the role and of course the advantages of the role. In order to be top of your game, a great recruiter needs to be knowledgeable.

3. Successful recruiters ask questions, read, learn, and pay attention during the kick-off meetings. Most successful recruiters take the time to prepare themselves prior to these meetings. Being prepared before you recruit is a must.

4. Successful recruiters know how to choose the appropriate tools that will help them succeed. These tools should include social media and of course the telephone. Some tools are good for the research phase, while others such as the telephone AND the computers are the tools that can make the difference in recruiting the skilled talent the client deserves and requires.

5. Successful recruiters know how to proactively recruit. This requires the ability to write customized emails that get responses and use the telephone to reach out, network, recruit and vet exceptional talent that will quickly fill the pipeline with qualified candidates.

Recruiting is a process. Not all recruiters are successful ones. Do you have the characteristics of a successful recruiter?

Just saying...Happy Hunting!

Sheila Greco

Are You A Fully Engaged Recruiter?

Not All Recruiters Are Fully Engaged Recruiters

Fully Engaged Recruiters Tend to Be Door Openers To Passive Candidates & The "Welcome Mat" For The Active Ones

Fully Engaged Recruiters Know The Importance Of Utilizing As Many Recruiting Solutions As Possible While Keeping Their Recruiting Efforts Continuous

Recruiting is not an easy task. It is a recruitment process that requires hard work, dedication, commitment, integrity, honesty and having the ability to be a great networker. Fully engaged recruiters will win the war for talent in 2016. Fully engaged recruiters are ready and willing to do whatever it takes to identify, recruit, vet and present the best possible candidates for each and every role.

Fully engaged recruiters are creative, out of box thinkers, producers and results driven. Fully engaged recruiters in 2016 will be expected to identify the potential talent pool of candidates (or partner with someone who does), use a number of recruiting solutions that include connecting via the telephone, in-mail, corporate email and send an invitation to connect on LinkedIn. All 4 connecting vehicles will need to be used to be successful in 2016. Fully engaged recruiters, sometimes referred to as "stalkers" have a job to do and that is to get to  the passive pool of candidates before the competition does.

Game On! Be sure to be the fully engaged recruiter now!

Please take a look at my recent Retrain Your Recruiting Brain presentation regarding "Retrain Your Recruiting Brain" where I touch upon the importance of being a proactive, fully engaged recruiter. I am presenting all across the country so if you wish to learn more I would be happy to discuss this with you. Now go get the candidates before the competition does……..

Happy Hunting!

Sheila Greco

sgreco@sgatalent.com

In recruiting there is no such thing as being overly proactive. Join Sheila Greco as she hosts an event in NYC November 5

Join Sheila Greco as she hosts and presents “Sourcing Tips that will Provide Continuous Candidates and Reduce the Cost Per Hire” Come learn how Sheila helps clients implement a proactive recruiting strategy that is continuous by incorporating data (recruitment research/mapping) to get connected as well as how to stay connected and engaged with the desired talent. During this presentation Sheila Greco will share details of how to make a proactive recruiting strategy work for you and your clients.

Search firms http://tinyurl.com/pamzchy (Invitation and details to event)

In the recruiting world, time is always of the essence and the need to perform is expected.

As your clients continue to request qualified pipeline of candidates to interview quickly, why not hit it out of the park by having a qualified group of talent that is all ready engaged to reach out to? Learn how Sheila and her clients are prepared. For corporations http://tinyurl.com/ogmos6h (Invitation and details to event)

It doesn’t matter if you are using outside partners or internal resources this proactive continuous recruiting strategy can play a critical role in driving successful recruiting performances than ever before. This strategy doesn’t require a huge investment of money but dedicated time by your team. Learn how mapping, creating networks and staying engaged will reduce your time to hire as well as reduce your recruiting costs. Sheila’s goal is to discuss how she and others leverage data/mapping/recruitment research to help reduce the cost per hire and keep the candidates of choice in their networks. Let us know if you can join us.

Sheila Greco LION sgreco@sgatalent.com sgreco@sgatalent.com

Don't Lose Best In Class Talent To The Competition - Candidates Will Have Options - Recruiting Efforts Will Need To Be Stepped Up

Recruiting Will Be Competitive This Year

Candidates Will Have Options

Best In Class Talent Will Be A Hot Commodity

Recruiting Will Need To Be Proactive

........Reactive Recruiting Is So Yesterday

According to the Kiplinger Report, the job market in 2014 saw an increase of 2.953 million jobs with 2015 shaping up to do even more. It also reported that unemployment should fall to 5.3% by the end of 2015. Therefore, for many, especially recruiters, there is an enormous amount of positives to look forward to this year.

All of the industry indicators confirm that recruiting top talent will be competitive this year creating a marketplace where candidates will have options. With job openings expected to be on the rise, companies need to be aggressive with their recruiting efforts and recruiters need to be ready to perform in order to meet the market demands. It is all about the candidate this year and winning the war for talent. 

If you want to be a Recruiting Rock Star in 2015 you had better step your recruiting game.  Recruiters who want to succeed and exceed, must pay close attention to this year’s trends, the economy and every other detail that affects finding superior talent. In 2015, Best-in-Class recruiters have the opportunity to separate themselves from the pack by demonstrating tenacity and their creative approach to achieve the goal of winning the war for talent.  This year presents an opportunity for great recruiters to set the bar and establish themselves as recruiting geniuses and strategically position themselves as experts providing stellar candidates.

Rock star recruiting will require a proactive approach. Foresight and strategic planning will take center stage. Lazy recruiting tactics will no longer net even baseline results.  This year, unlike the past few years, will be the year where recruiters will need to identify, connect, vet and present qualified candidates quickly. Successful recruiters must focus their efforts on Proactive Recruiting.  Gone are the days of posting, waiting and hoping. I caution those slow to make the change, to be prepared to fall short of recruiting expectations.

Corporate executives and hiring managers will need to be mindful of timing and potential candidate options. It will be imperative for companies to react quickly and commit to qualified candidates before the competition does. Companies slow to hire in 2015 may find themselves losing top talent to their competitors which may have devastating effects on their competitive edge. Additionally, it should be noted, that by waiting, pausing or delaying talent acquisition, companies may unintentionally increase their costs for recruiting not to mention job vacancies being open a bit longer.

This is truly the year where timing is everything – Proactive recruiting, smart recruiting and aggressive hiring will ensure companies are securing best in class talent and not risking the loss of such talent to their competition.

Winning the war for talent in 2015 could reach insanity! Don't let best in class talent slip away or for that matter, not be found. Step out of the comfort zone and aggressively seek the talent you want. Don't find yourself competing with talent that is easy to find – the candidates everyone else is calling and those that are easily accessible. This is certainly the time to seek out the talent you want from the companies you want and recruit them! Find, Connect and Entice top talent! Tell them your story and how they may succeed at the organization you are recruiting for. Lastly, don't forget to stay connected with them. Be sure to establish meaningful business relationships with these professionals. You just never know who will be your next hire…..

Want to win? Then step up your game! As the demand for talent heats up, it causes the supply to cool down. Unfortunately, this can mean that the process to recruit the best and the brightest talent may become a constant and costly battle. This is the year of change. It is a candidate-driven marketplace. Candidates will have options. Please do not limit recruiting efforts to reactive recruiting. This is the year that recruiting strategies will need to employ proactive recruiting strategies to limit candidates’ options and recruit them before the competition does!

Now, go get the best in class talent before your competition does. Candidates will have options.

Just saying!!

Happy Hunting!

Sheila Greco