Finding the ideal candidate to fill a vacancy is not an easy task, but that’s exactly what recruiters need to do on daily basis. Whether they work for a large…
Finding the ideal candidate to fill a vacancy is not an easy task, but that’s exactly what recruiters need to do on daily basis. Whether they work for a large company, a recruitment agency or independently, they are the specialists when it comes to recruiting. In small or medium-sized businesses this role is usually given to the HR personnel who also taking care of marketing, staff development and payroll.
Publishing job ads, managing applications and pre-screening candidates has always been part of the role of a recruiter but these days the scope of recruitment responsibility is growing. Nowadays recruiters need to be increasingly proactive in order to deal with higher demand and the focus has moved away from administrative tasks towards more innovative recruitment techniques. The basic duties of today’s recruiters are as follows:
When searching for the ideal candidate, and increasingly for passive candidates, recruiters won‘t limit themselves to circulating printed adverts or solely posting on job boards. These days there are many more ways of reaching potential employees, including social networks such as Xing, LinkedIn, Facebook and Twitter, career fairs, high school events, alumni networks and plain old personal contacts.
Recruiters were always in demand- and are even more so now. However, what might seem surprising, courses and apprenticeships in this field are still nonexistent. Most recruiters have done their degrees in psychology, sociology or business management, often followed by training in personnel management. Specific training in recruiting might be useful, but it’s not essential – the most important prerequisites for this function lie with communicativeness and social skills. The effective recruiter should be well oriented in the current state of the labor market and find new, creative ways of addressing its needs.
The role of modern recruiter shifts away from administration and is now focused on active candidate management and finding the future talent. The Recruiter 2.0 deals with personal marketing when representing the company to the applicants and hence contributes to the employer’s image. A balanced mixture of sales skills and tact is needed in order to succeed. Technological fluency also comes handy, especially when social networks are involved.
The recruiting software from softgarden takes over most of the administrative tasks. All of the online recruiting channels – from major job boards to social media – are now available at a click; managing incoming applications and correspondence is clear and easy too. Communication with the candidates can be tailored while the software ensures compliance with the General Equal Treatment Act regulations and maximum automation. Applicants can be viewed in our adjustable application management system and pre-screened according to chosen criteria. That way your recruiter can work more efficiently and focus on finding new ways of sourcing candidates