I’m going to discuss qualities to look for in a recruiter. To help candidates find a committed Recruiter to help guide them through their job search.
In today’s world, there are different types of recruiters. There are technical recruiters, engineering recruiters, medical recruiters, corporate recruiters, the list goes on and on. All of them have the same job. They are trying to connect with available jobseekers to help fill positions. When trying to find recruits to fill company needs, there is one quality that sets recruiters apart. Recruiters who are recruiting for a “goal” and recruiters who are recruiting for a “purpose”.
Goal oriented recruiters are the type recruits hear from once and then never hear from again. They call about a job opportunity, get the contact information and send recruits out to the job (even if it isn’t the best option for them). Unless an interview is set up, recruits usually don’t hear from them again. To this recruiter type, recruits are just a number, helping achieve their statistical goals.
Purpose oriented recruiters are the type that listen to their recruits, they are open and honest. They ask what their thoughts are on a position, encourage an open dialogue about positions, and display empathy. They have their best intentions in mind and give honest feedback. Purpose oriented recruiters encourage recruits to keep a communication base by calling with job search updates, calling even when there isn’t an opportunity, just to check in and say hi. Another key element recruiters with purpose do is passive recruiting. The recruits will hear from them periodically when they are on a project. Recruiters with a purpose understand quality opposed to quantity recruiting. Understanding that their goals may not be met but more importantly, they provide their recruits with the best opportunities. The purpose recruiters are more like a long-term career ally for recruits, they will be there when they have questions or seek a new opportunity.
In the competitive technology market, recruits will run into both types of recruiters. So you might be thinking, “How do I tell recruiters apart?” Purposeful recruiters maintain what I like to call the “Four C’s” during conversations with recruits. The Four C’s are as follows:
Compelling: Purposeful recruiters are interested in what recruits are saying. Recruits gain a sense of trustworthiness during conversations. The recruiter is educated in the discussion topic and current job market. The recruit feels compelled to work with them.
Coaching: Purposeful recruiters will give honest feedback with areas of improvement for continued success, providing a competitive advantage for other job opportunities. They might not work in the particular field of expertise, but they know the required skills for the positions that their recruit’s desire.
Compassion: In my opinion, compassion is the most important aspect of the Four C’s. First, recruits should ask themselves, “is the recruiter providing facts about the position or are they listening to me?” Someone who listens, is looking out for what you want. They will say phrases like “what are you thinking” and “I understand how you feel.” A key quality displayed with compassion is still congratulating recruits on a position, even if it wasn’t a position they helped you secure and then follow-up to see how the position is going.
Commitment: At this point recruits know they have struck gold, they have found a purposeful recruiter. Recruiters are going to make a plan of action to help achieve recruit goals. They schedule a follow-up call with recruits and follow through. They are committed to helping achieve their recruit’s goals.
I am a purposeful recruiter. I have intention and purpose behind what I say and do during every conversation with candidates. I’m always here to help, whether they are seeking new opportunities through ProKarma or currently employed but inquiring about our great opportunities. When searching for a new position and communicating with different recruiters, keep in mind, a purposeful recruiter will display the Four C’s. It can be difficult sorting through recruiters with differing goals in mind. This is why I encourage recruits to contact me, because I incorporate the Four C’s in my every day practices.