This blog has been updated to reflect current changes in the working world, and the increase in remote working for our business, clients, candidates, and contractors. However your recruitment company decides to induct, train, and ultimately get you up and running is bound to vary, but the principle of the role - or rather, how to do it right - remains the same. At Onezeero, we call this the ‘Beautiful Basics’ – a set of 10 rules that all recruiters should know within their first year on the job.
1. Mindset and wellbeing – thinking positive thoughts that create and transform energy into reality
There’s no getting away from it, recruitment can be a stressful environment and even the most seasoned recruiters can suffer burnout. Mental health problems should always be taken seriously – at Onezeero, we have trained mental health first-aiders, dedicated support groups and champions, regular chats, EAP, and a lot more. However, in terms of tackling day-to-day mental blocks and challenges, our beautiful basics offer some practical steps.
When you first start in recruitment, it can be tough. You may not have the networks or the credibility with candidates and clients to land roles immediately. Working hard in the first few months can set you up for the long haul by connecting you with candidates and getting you accustomed to your market. Self-motivation, hard work, and perseverance are all traits in the best recruiters.
At the same time, it’s important not to underestimate the importance of working smart by building your pipeline when you need to. A good leader will help you to do this, to identify opportunities, and to take weight off you when you need it.
Right now, mindset and wellbeing is at its peak importance as many new recruiters will be based at home, away from their team. At this point, it’s important to keep communicating. Regular checkpoint calls with your manager and team, informal drop-ins over text or Skype (or any other communication platform your business uses), and progress catch-ups will help you keep on track and boost your morale. Think positively and find opportunity – this is the perfect chance to build your pipelines, and develop relationships with candidates and clients who may otherwise be unavailable.
2. CRM – track all daily activity
CRMs are a recruiter’s best friend. It’s here that you keep tabs on your candidates, monitor progress, and bank great candidates for future roles. It’s best practice to update the CRM every day so you don’t end up with a backlog of admin when you least need it – such as when a placement lands or the pressure hits. CRMs also reveal a lot about client engagement.
If you’re a new business recruiter, you can check your CRM for past interactions with the client before making the adrenaline-inducing pitch for business. If you’re a company with as wide a reach as ours, it means that your calls will often end up warm – a much easier way to land business. Don’t forget that right now clients and candidates will also be more receptive to potential conversations and more free to talk openly.
3. Sourcing – master all sourcing tools
Recruitment has come a long way since the days of little black books or scouting on job boards. The most successful recruiters are those who understand the vast array of sourcing tools out there – and how and when to use them.
This includes optimising artificial intelligence and predictive platforms, through to specialist tech peer review websites and online communities, precision sourcing and data mining, events and networking, creative advertising, social media, and even conventional active candidate sourcing (among a thousand other ways). The best candidates aren’t always in the most obvious place.
We’ve already spoken about the importance of continuing to build talent pipelines, even while working from home. But the current climate also means that you need to get inventive with qualifying and interviewing tools.
At Onezeero, we use a video interviewing platform to help our clients with qualifying their candidates at times when face-to-face interviews aren’t always possible. And we’re also using video to reach out to new audiences. Staying on top of your sourcing and candidate qualification skills is crucial to stay attuned to market shifts.
4. Land and expand – maximising and maintaining clients
Here’s one for the new business recruiters. Getting to know your clients at a really granular level is important for so many reasons. It means that you can understand their needs and challenges, anticipate demand, and appreciate context of each requirement.
It also helps you to be consultative, even perceiving their needs before they do – which is important because it can help you to build business, deliver value, and develop relationships. Placing with a client isn’t the final step, it’s the first.
5. Become an expert – immerse yourself in your market to become an expert
Can you comfortably have a conversation with a leader in your market without breaking a sweat? If not, you aren’t credible and clients will detect that. It may seem easy to simply read requirements from a job spec, but this is how you build trust with clients and candidates.
To immerse yourself, attend meet-ups, host events, read up, and even take a course if you need to. The better you understand the industry your candidates and clients work in, the easier it will be to make matches and recommend solutions.
With more and more people working remotely, it’s likely that the volume of online content will soar. This is a great opportunity to brush up on your industry knowledge and help clients with real-time insight into their markets and recruitment trends.
Stay tuned to our LinkedIn page for part two of our Beautiful Basics.