Review a Recruiter

Apart from maintaining an efficient recruitment process or making sure the needed employees are hired soon, a good recruitment team has what it takes to make the best people not only go in but stay. Hence, building a strong recruitment team is more than plainly hiring people. It is a form of investment, most especially for companies that aim to thrive rapidly. 

The quality of your recruitment team will determine the quality of employees. Your human resources (HR) staff are the front liners that will help build a positive reputation for your company, giving your organization an amiable employer brand that attracts top professionals from all directions. 

How do you then build a formidable recruitment team that will, in the future, help your clients source the right professionals for their company? Let’s take a look at these few tips: 

Building a strong recruitment team from the ground up 

Hiring recruiters to form your talent acquisition team: how hard can that be? It’s not complicated yet also not simple. Sure, familiarity with the entire recruitment process is a requisite, but not all HR professionals have the same expertise level. 

Junior recruiters may be more familiar with scouting for candidates and initial screening. Senior recruiters have a better grasp of interviewing applicants. Recruiting coordinators are attuned to scheduling interviews, while talent acquisition specialists are great at negotiating job offers.

Learn how Great Recruiters can help improve your recruiters’ performance.

However, if you’re still at the formative stages of your in-house recruitment team, you may want to start by hiring an HR generalist — a person who has adequate experience to take on various facets of HR, from talent search to onboarding and even employee care. What’s also beneficial about having human resource generalists is you can avail of their service through recruitment firms or even freelancers, helping you save costs. 

From here, you can eventually build your recruitment team, comprising specialists on recruitment and talent acquisition. Once you have formed a strong recruitment team, you may then focus on aspects of employee retention

Knowing where to look for talents 

Remember that you are looking for professionals within the HR niche who are also passionate about hiring people and making sure they stay. Consider these to make a more extensive search for suitable candidates:   

  • Look into social media and professional groups. Many online groups are dedicated to human resource professionals or hiring individuals for the said expertise. Try to enter these groups or send them a message that you are building a recruitment team. Since these groups are already online, correspondences will also be more or less fast. 
  • Ask for referrals from external recruiters. Earlier, we already tapped into the idea of outsourcing freelancers or recruitment firms. However, you don’t necessarily have to hire from them. They can instead lead you in the right direction of whom to hire and where to look. You can still definitely keep your options open and look into the benefits of getting the services of recruitment firms or freelancers for a foreseeable amount of time until you find a regular hire. 
  • Let your employees help you. Announcing job openings within the company is advantageous as well. Your employees, especially long-time ones, already know what the company stands for and what kind of professionals it needs. Looking for good candidates using their perspective helps align the company profile to the potential hires coming in. You can encourage your employees to assist in the hunt by incentivizing referrals and boosting your referral marketing strategy
  • Go for the traditional way. Do job postings on employment websites sound passé to you? The reality is many job hunters still adhere to website postings, so why not join in the rush? Make sure to create an enticing write-up to get the attention of many candidates. Also, it doesn’t hurt to ask within your circle, may it be your human resources colleagues or simply your social media “friends.” Sometimes it’s the classic ways that work best. 

Scrutinizing your candidates well 

To ensure that you are choosing the right individuals for your recruitment team, you must take an active part in the recruitment process as well. Knowing what questions to ask will help trim the crowd to the most holistic set of recruiters and talent acquisition professionals. Going into the interview stage, you might find these insights handy, too: 

  • Ask about recruitment and human resources tools. Everything is digital now, and being tech-savvy is a requirement for any professional. If your company is already using specific recruitment tools, make sure to ask the candidate’s familiarity with said apps. You may also ask about what apps they can use to help in making HR processes easier, like timekeeping or reputation management software. You would want to ensure that your hired recruiters are at least tech-savvy, so teaching and learning new software will be a breeze. 
  • Discuss human resources and employment trends. Much like any other field, recruitment is a constantly evolving industry. For example, diversity and inclusivity are now given a better hiring consideration than 20 to 30 years ago. This type of development must also reflect on how your newly formed talent acquisition will function. Ask your candidates how familiar they are with diversity hiring, culture-fit, and other trends related to employee management. Ask their opinions as well on how companies should incorporate trends into the workforce and what to do to uphold them. Being current and well-informed is a mark of a strong recruitment team. 

Before you hire them, make the experience great for them.

While the prospect of a strong talent acquisition team is on the horizon, gaining their trust and empowering them to be the best recruiters has to start with their own hiring experience. You might have to change your ways if your company is victim to negative candidate reviews or is struggling to keep a good recruiter reputation. To hire good recruiters, have a reputation of being a good recruiter. Change has to start from within. 

Great Recruiters’ active reputation management platform allows you to gather candidate reviews and easily identify concerns and act on them. Positive feedback, on the other hand, can be utilized as testimonials to present to potential hires. This platform will help you apply new solutions as you build your team so that they will have a winning experience that reflects your positive recruiter brand.

Does the prospect of improvement sound enticing to you? Book a demo now to find out more about Great Recruiters