In today’s technology-driven world, you might think automation and artificial intelligence (AI) will soon overtake the field of recruiting and hiring.

But slow down! Technology plays its part, of course, but human-to-human interaction is still the most important piece of the puzzle. Recruiting best practices are difficult to learn and apply, which is why you should strive to become a good recruiter, if not a great recruiter.

How to become a good recruiter

But how do you become a good recruiter? While we can’t say enough about experience and mentorship, there are plenty of techniques you can use to improve your status as an effective finder of talent.

You can start with the following four tactics:

1. Be confident in your expertise

Sure, we’ve all heard the phrase “Fake it til you make it.” But how far does that actually get you?

In most cases, you are the first point of contact between the job candidate and the company you represent. If you’re not up to par with the nuances of the open position, the candidate will probably “see right through you.” The illusion of confidence might lend itself well to certain situations, but if you want to become a good recruiter, then you need to be rock solid. Think of the open position as an expensive bottle of wine and the candidate as a wine expert. Faking your way through the sale is unlikely!

So how do you increase your confidence as a recruiter? The simple answer: build up your knowledge base. Learn everything there is to know about your company (its history, its future, etc.) and every job role within it. Become an undeniable expert in how each position fits into your company, and how your company fits into the industry as a whole. A deep knowledge base almost always translates into confidence in your ability to sell a product—or in your case, recruit a candidate.

2. Develop a strong recruiting strategy

Transforming yourself into a confident recruiter is one thing. Becoming a good one is a different challenge altogether. It all starts with constructing a best practice recruiting strategy.

A strong strategy should always begin with a thorough assessment of the company and the open position. Does the position absolutely need to be filled or can its responsibilities be distributed among other team members? If it does, is the job description compelling, branded, and consistent across all job posting channels? Will you be sourcing candidates internally or externally? Are their candidates in your pool who you can revisit? How will you vet prospects?

A polished recruiting strategy should be tactical and well-planned. In today’s hyper-competitive job market, you simply cannot afford to gamble with your hiring process. Develop a recruiting strategy with your organization’s stakeholders and then execute that strategy as efficiently as possible.

3. Be candidate-centric

Always remember: recruiting is all about the candidate. It’s not about you, the company you work for, or the position you’re trying to fill. It’s about building relationships with people—and hopefully persuading the best of them to continue that relationship into the future. Here’s how you can ensure your candidates experience a pleasant experience throughout the hiring process:

• Build an appealing web presence and put your best foot forward—Nowadays, most candidates will first interact with your company through a job board or on social media. For this reason, make sure your organization’s brand messaging is compelling and attractive to potential hires. Before a prospect interacts with you or anyone on your team, make sure their initial virtual experience is as personalized and human as possible. How often do you look at your postings/careers page from an applicant’s perspective?
• Listen first—Your prospects aren’t expecting you to be their best friend, but they would certainly appreciate some empathy. Understanding their past experiences, pain points, and aspirations will only help in convincing them that you represent a company that values its employees.
• Maintain honest and direct communication—Total transparency goes a long way in the eyes of your prospects. Nobody enjoys “being left in the dark,” especially when it comes to one’s career and livelihood. Be as open as possible with your prospects so they understand the job role, the company, and where they stand along the applicant journey.

4. Stay organized

You might be okay with leaving your house in a state of chaos, but leading a disorganized professional life typically does not translate into success. Recruiting is a data-intensive process that requires you to manage an overwhelming amount of information, so staying organized is a necessity!

How to become a better recruiter with your ATS

Applicant tracking system (ATS) technology allows you to efficiently store, manage, and analyze all of your applicant data from a centralized platform. Post to job boards, communicate with applicants, and schedule interviews. Streamline your overall hiring process using the ATS that works for your business. It is absolutely possible to become a better recruiter simply by using the right ATS for you and your organization . . . and The Applicant Manager (TAM) could be that ATS!

To see how The Applicant Manager can help your organization find and hire the best candidates, schedule a demo with us today!

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