Recruiter - Questions a candidate should ask to validate
There's a common asset across various companies regardless of the industry. Could you guess? Well, that's recruiters! After all, they are the medium for any organization to shepherd fresh, relevant, and ideal candidates. With the responsibility of continuously attracting and possessing good employees on their shoulders, recruiters look after the end-to-end talent acquisition procedure.
However, the final call for recruitment is in the hands of hiring managers; recruiters duly look to fill job openings as and when required. Now, being an ideal recruiter demands specific recruitment skills followed by a strong inclination for work. This post explores every little aspect of a recruiter and unveils all that's involved.
- What does a recruiter do?
- Classification of recruiters
- Traits of a reliable recruiter
- What questions should a candidate ask a recruiter?
- What's the difference between a recruiter, A headhunter, and a hiring manager? Are these terms synonymous?
What does a recruiter do?
A recruiter is an individual who shoulders the responsibility of filling job openings in organizations. The job roles include sourcing candidates, publishing job ads, cross-checking their qualifications and work experience, negotiating the salary, etc. In a one-liner, a recruiter performs the duties of finding out the best candidates for a given position in an organization. In other words, a recruiter helps people in finding a suitable job.
Classification of recruiters
When it comes to categorizing recruiters, they are usually of two types of recruiters - Internal and external.
Internal recruiters are also called in-house recruiters. They are the ones whom an organization deploys to take care of the recruitment responsibilities. Here, it is worth mentioning that internal recruiters handle the recruitment needs of the company they are working for.
In other words, i5t can be said that internal recruiters represent a specific organization. The recruitment responsibility of an internal recruiter may vary from one company to another. In large-scale organizations, there may be different recruiters to fill in skill-specific job roles. On the other hand, in some small-to-medium level organizations, recruiters may recruit for the entire organization.
The independent headhunters who act as searching consultants are called external recruiters. They work for different staffing firms and agencies to help organizations fill their vacant positions.
External recruiters often hold expertise in specific industries, geographic areas, or job levels, or a fusion of several of these. By working for companies that need employees, an external recruiter helps both the organization and job seekers narrow down their effort and save money and time.
Traits of a reliable recruiter
It hardly matters what's the niche of the recruiter; there's a standard set of recruitment skills that every reliable recruiter should hold. They look like the following.
It's worth remembering that a recruiter acts as the primary link between the company and the job seekers. The impression they create allows them to entice and encourage a candidate to apply and if selected, joining an organization.
So, a good recruiter should always hold good communication skills. While filling in the vacancies, the recruiter should always present the organization's trustworthiness, career growth opportunities, and cultural clarity in front of the candidate.
Relationship building capabilities
Every good recruiter takes recruitment as a step of developing a relationship between a job seeker and an organization. If you compare it to the sales methodology, you can easily comprehend that, in actuality, it requires much more than a single touchpoint to make a sale. The same goes for the process of recruitment.
When it comes to filling a position, after having the first meeting or call with the candidate, a good recruiter should always find out ways to maintain regular communication with the candidates. This may be done by writing personalized emails, scheduling calls, and so on. Good relationship-building efforts help in creating a positive candidate experience.
Time management efficiency
The role of a recruiter involves multitasking, which creates room for time management efficiency. It's a known fact there are only a certain amount of hours in a day to work, and the job of a recruiter includes varied duties that are needed to be performed within a stipulated timeline. Thus, time management skills work as the determiner of the efficiency of a recruiter.
Attention to detail
One of the most vital traits that every recruiter should hold is attention to detail. Recruiters deal with numerous job seekers, and each of them has different qualities and abilities. So, it's more than essential for a recruiter to remember every little professional detail of a shortlisted candidate regarding proceeding further with the recruitment process.
In addition, a recruiter is one of the strongest pillars of any organization as it helps companies get people who keep the operations smooth and perfect. So, consistency and accuracy are those necessary traits that can allow them to execute their job in the best possible way.
Excellent body language
As said before, it's the recruiter who works as the face of any organization when conducting the interviews and going ahead with the selection process. So, when a candidate meets a recruiter, he/she draws the organization's image from the recruiter's body language.
Hence, for recruiters, it's more than essential to carry an indifferent yet friendly persona. Confidence is a trusted ally. When the recruiter looks optimistic, the candidates feel secure and fathom the organization's reliability from the recruiter's approach.
A good recruiter is a good listener
Apart from listening to the companies they're hiring for; recruiters need to listen to the applicants with intense attention. By carefully listening to the candidates, a recruiter can help them with the best-fit position that goes well with the applicant's qualification, age, and experience.
This is perhaps the most vital trait of a recruiter that both the employer and the applicant need to look for. From the employers' standpoint, a recruiter plays a crucial role by helping them in filling vacant positions. So naturally, to perform this job perfectly, the recruiter should be reliable, loyal, and consistent.
But, on the other hand, it's the recruiter they reach to apply for a position and get a job for applicants. In other words, the journey of developing a promising career starts with meeting a reliable recruiter who pays enough attention to the candidates' words and takes out the best opportunities for him/her.
What questions should a candidate ask a recruiter?
If you're a job seeker and are not very satisfied with your experience with recruiters, here's something that can help. A set of questions may turn out to be a game-changer, and you may finally get the best recruiter who can help you in starting your dream career. They look like the following.
How long are you into recruitment, or what about the firm you're working with?
When your recruiters come up with a satisfactory answer to this question, it helps you understand the authenticity and reliability of the recruitment firm.
What niche do you work with?
Recruiters, specifically the external ones, often specialize in specific recruitment niches, including industries like IT, Marketing, and job vertices like full-time, part-time, or freelancing, etc.
How do you identify the best-fit candidature for a specific job role?
When your recruiter points out your area of expertise and qualities as the answer to this question, it helps you understand that your recruiter is serious enough in helping you out with the right career opportunity.
What are the backgrounds of the people in the applicant pool?
A brief answer to this question may help you figure out how good your coworkers are going to be in terms of work culture. In addition, it helps you in understanding the standard of your potential employer.
Is the employer facing any challenge in terms of business or operation?
When you ask your recruiter, you get to know about the current state of your potential employer in terms of growth and earning opportunities.
How many applicants have got to get their placements after reaching out?
This is one of the most vital questions that you can't afford to miss asking. A straightforward answer to this question may allow you to understand how effective your recruiter is and how optimistic they are in helping you to find out the best-fit job.
What's the difference between a recruiter, A headhunter, and a hiring manager? Are these terms synonymous?
There are a few differences between recruiters, headhunters, and hiring managers; hence you can't say that these terms are synonymous. A headhunter is an external recruiter who finds candidates/applicants for internal recruiters, whereas internal recruiters work for a single organization.
Hence, it can be said that headhunters are synonymous with the term 'external recruiters. But, on the other hand, the hiring managers come into play once the recruiters are done with their job. That means hiring managers are to choose the best-fit applicants from the pool of filtered candidates provided by the headhunters or recruiters.
When it's about starting the journey of earning bread & butter and making a way to a better life, you should be careful and picky enough. Not all deserve to be trusted, so you need to earn the ability to comprehend if a recruiter or recruiting agency is genuine and efficient.
By doing so, you'll allow yourself to save a considerable amount of money and time when it comes to getting a perfect-fit job. When you manage to get in touch with the best recruiter, you open ample doors of opportunities, which eventually allow you to wear several hats of success in the future. In addition, you will be able to get paid for knowledge, qualities, and expertise.
About the author
Dennis Hoinkis has been working as a web developer and in online marketing since 1998. After building up a marketing agency and the exit in 2013, he consulted international groups as a freelance consultant. Since 2020, he and his team now offer staffing services in this field.
Dennis Hoinkis CEO, FSOM Group Corp.