Every recruiter is now a days facing stiff competition from their fellow recruiters-from the same office or other. Their candidate ends up accepting the offer letter of any other recruiter and the fellow recruiters are seen closing more positions than them. The pressure has indeed increased because the market is getting more and more candidate-driven. So, we thought of finding what exactly are the reasons behind the same. While surfing on the Internet, we found a study conducted recently, there are several things that set the best recruiters apart from the rest. See them in a glimpse below as we decode them for you right after that.

While dealing with candidates, they act more like a career advisor would do.
They have a strong job knowledge and a more convincing tone.
They have an eye for talent and great interviewing skills.
They also know who is their top prospect and engage more with them.
Such recruiters also have a strong referral network.
Somehow, they are able to build the target list quickly.
Rather than focusing on compensation during negotiation time, they focus on career growth.
They cherry-pick the candidates for the interview so that the chances of rejection are futile.

No worries, achieving this level of potential isn’t genuinely a tough call. Any recruiter can learn all of these tips once he becomes determined. But if you are loaded with work already, you will find it hard to learn these advanced skills. Here is how you can work your way around. Let us begin.

Make sure you understand the job profile and the key skills that would make a candidate truly desirable for the position. This also means that you should be able to source the right candidates in a relatively shorter period of time. You should also know how to make the manager select the candidates full of potential and not reject them because of reason like salary expectations.
Use 5-6 job performance parameters to clarify job objectives. This will already make the candidates see the job as a great career move. When you get a candidate’s profile, you should try to assert the same points. Instead of pushing the job offer, try to talk to them as if you are doing some career gap analysis to help them grow in their career.
When it comes to sourcing, you don’t need a lot of candidates in the pipeline to be able to close the position. It is always good to have a short list of candidates that have a high potential of getting selected. To pick such candidates, look for a pattern of achievement, performance, and the urge to grow. After the small batch is being interviewed, you will be able to find the person for who you would go back to the offer letter template.

Also, because only a few candidates are selected for the screening, less time will be taken to select the best. As you will start adopting this practice, you will realise the difference in the quality of work you do. You will end up realising the same after using the offer letter template for 3 candidates at least. Being proactive is all it takes to hop the gap and become a great recruiter. So, start with the tips today!  

About Author:

With several years of experience in the HR domain, currently employed in HROne, Sukriti Saini likes to educate HR, employers and employees about engagement and trends in the HR domain daily.