Given all that we’ve discussed in this blog series — the transformation of a recruiter over the last 10 years, the effects of technology and COVID over the industry — what does the perfect recruiter look like? To find out, we set about gathering insights from industry experts.
“The biggest differentiator you can have in our industry is nice people who are empathetic, who can connect with candidates, and who candidates want to work with,” says Tom Erb, President of Tallann Resources.
Theresa Balsiger, VP of Candidate Relations at Carex Consulting Group, agrees, noting that the simple act of caring seems all too rare in the industry. “We send out simple emails saying ‘thanks so much for your interest, but we've moved on with another candidate.’ I’m shocked and appalled at the number of emails that I get back saying ‘Thank you for responding. I’ve sent out so many applications and heard nothing back.’ I'm just disappointed in our industry in general for not fixing that. It’s time.”
Our consultations resulted in the following, somewhat ranked list of characteristics that the ideal professional brings to the table. A modern recruiter should be:
This final point is an appropriate one to end on. In the age of social media, a recruiter’s personal brand is every bit as important as that of their company. Robert Mann, Enterprise Account Executive at Able, advises taking lessons from the best.
“You should observe what recruiters with strong followings are doing. Not just what they're posting, but how they're posting it, when they're posting it, what format it’s in, and what the end goal appears to be.”
Add personal branding to your modern recruiting arsenal, and you won’t be the tortoise left choking on dust.
You’ll be the hare that leads the charge.
If you missed any of the blogs in this series, you can check them out below: