What Makes A Successful Recruiter?

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People who want to get into the recruitment game usually share a similar story. First, they hear that there’s better money to be made in recruitment than their current line of work. Second, they believe themselves to have the transferrable skills required to become a professional matchmaker. That’s pretty much it. There really is no other way. Because, despite the fact that top earning recruitment pros reside in penthouse suites in the swankiest upmarket apartment blocks, you can’t get a degree in recruitment.


Staffing agencies are always willing to work with the best, with positions always available for recruiters who can provide clear and efficient staffing resolutions for companies. Which leads us to ask, what makes a successful recruiter?


Project management


Understanding how to tap into rich veins of hard-to-find talent isn’t easy. Likewise, understanding the aims and intentions of companies who may not fully understand the skills required to fulfill a specific role is a challenge (often, specific areas of employment – such as web design – only require one member of staff per company, meaning there may not be anybody on site who can articulate to a recruiter the skill set required for the role). This means a successful recruiter will be a researcher and a relationship builder, balancing the expectations of two parties who sort of know what they want but need a little guidance, reassurance, and direction.


Using online resources to get results fast


You have probably already gathered that recruitment is an online pursuit, with long hours at the keyboard and a phone that never stops ringing. This is because the best recruiters use their time wisely, combining data and tech to build business connections that result in long term employment solutions. Unless you’re planning on going door to door with a notepad, asking variously who is looking for what and what skills they have, and who might be looking for workers, you’re going to need a smarter plan.


To be the best in the recruitment arena, you need to be a social media guru. This is for two reasons. First, speculative emails or messages to people who possess the required skills for a particular role can bear fruit. Second, people actively looking for work will contact you if you know how to word an attractive ad and get it seen by the right people. Targets can be steep – staying on top of the options available via social media is key.