Being an effective recruiter in any industry takes a special kind of person who’s willing to improve their recruiting skills as client needs change, for example during an economic recession caused by a global pandemic like COVID-19.
Knowing how to get ahead in recruiting while “swimming with the sharks” can be confusing even for the most experienced headhunters. If you’d like to learn more about how to be a good recruiter, here are 7 easy ways to get, and then stay ahead of the pack all year long.
Do the Basics: Organize, Plan, and Implement
Since recruiting isn’t a “9-to-5” job, one of the qualities of a good recruiter is organization and planning. Once you’ve developed a solid recruiting strategy based on measurable goals, it’ll be time to put your game plan into action.
Because time is the most precious commodity that recruiters have, many headhunters are now using these high-tech recruitment tools:
- Applicant tracking systems
- Video interviewing software
- Online job boards and aggregators
- Recruitment marketing software
- Candidate assessment and testing software
If your agency hasn’t already invested in these efficiency-improving technologies, there’s no better time than the present to get started.
Grow and Improve Your Candidate Pool
If you’re new to the recruiting game, landing your first candidate is always a great feeling. However, one of the signs of a good recruiter is the ability to continually expand and improve their list of qualified candidates. Some of the best ways for recruiters to grow their talent pool include:
- Networking through professional associations
- Forging solid relationships at colleges and universities
- Scouring online job boards
- Taking full advantage of professional networking sites (LinkedIn, etc.)
Stay in Touch with Your Most Qualified Candidates
Another important aspect of an effective recruitment and selection process is staying connected with talented candidates that don’t get placed the first time. For example, your prestigious law firm client may have several equally qualified attorney prospects all vying for a single open position at the same time.
As a recruiter, don’t allow yourself to get discouraged simply because your candidate wasn’t their first choice. Instead, keep your talent pool records updated by asking candidates periodically about any new skills or experiences they may have recently acquired. Also be sure to congratulate talent pool members who are celebrating a big milestone, like a work anniversary or industry award.
See Who’s Engaging with Your Job Posts
Another one of the recruiter tips and tricks that often gets overlooked is spending enough time analyzing data that lets you know who’s been reading your creative job posts. Taking a closer look at those metrics will allow you to identify key trends and more efficiently manage your marketing spend on future posts.
The more candidates you attract and engage, the more likely you are to cultivate long-term relationships as your talent pool grows.
Research and Improve Your Position in Your Niche/Industry
You may be the most talented recruiter out there, but if your agency has a bad reputation because of some past recruiter’s indiscretions, it’s going to be a turnoff for some candidates. On the other hand, one of the benefits of effective recruitment is having a good reputation that will convince curious potential candidates and clients to place their trust in you.
Unfortunately, in today’s digital world your online reputation depends just as much on artificial intelligence (AI) systems as it does on human interactions. In other words, how others perceive you while searching for recruiters in the same area isn’t necessarily an accurate reflection of your professional values.
Research your firm by typing its name into the Google search box and reading the reviews that pop up. Whether they’re true or not, any negative comments could affect your bottom line. One of the easiest recruitment strategies out there is to devise and implement a good reputation management plan. Once that’s in place, your position in the industry should also begin to improve.
Another one of the areas of improvement for a recruiter is to become a specialist rather than a generalist. Settling into a given niche will position you as the “go-to” recruiting source within a given market – a tactic that will pay dividends the next time a client has an opening that aligns with your specific skills.
Be Aggressive, but Stay Positive
Nobody likes working with a “Debbie Downer”, notably a recruiter who’s supposed to be helping them land their dream job. If you had a good mentor, you probably learned early on in recruiter training that arriving at the office every day with a smile on your face and a positive attitude helps ensure career success.
Assertiveness right up to the point of aggression is another key aspect of an effective recruitment and selection protocol. It’s OK to instill confidence in your clients by showing them you have the “heart of a champion” as-long-as that assertive behavior doesn’t make them feel uncomfortable.
Evaluate the Process, Resources, and Software You Use
Knowing when and how to improve your recruitment skills isn’t possible unless you take time to step back, evaluate the process that’s in place, and analyze the effectiveness of the resources you’re using.
For example, if you are using the latest recruitment marketing software to attract new talent, any data that’s generated should be carefully analyzed to ensure optimal results. A well-designed, easy-to-navigate website that accurately presents your services will also help you attract the best and brightest candidates out there.
However, knowing whether or not digital tools like your website are delivering a high return on investment requires the ability to analyze key metrics you may not fully understand. In the end, becoming a more effective recruiter sometimes means delegating responsibilities, like online branding strategies, to experts who specialize in those niches.
Is Your Online Branding Strategy Getting Results?
For you as a legal recruiter to remain competitive in 2021 and beyond, you’ll need an online branding strategy that’s up for the challenge. At the Legal Recruiter Directory, our specialty is providing digital marketing solutions that help legal headhunters anticipate and adapt to change.
In fact, helping those we serve realize higher client engagement and conversion rates is something we excel at every day. The Legal Recruiter Directory also offers online technical support that helps legal recruiters place talented active or passive attorney candidates with prestigious law firms and corporations across the US.
