Are You Lying To Your Recruits?
Recruiting strong candidates for an organization involves dedicating time, patience, and professionalism to each. Your responsibilities may include surpassing the resume and moving into the future; ask candidates what they expect from your third party staffing services. Examine your company’s capabilities with a reality check so candidates will have realistic expectations. In most cases, recent college grads are expecting high paying positions with organizations of their choice – inform them of the complexities involved in placements. Recent grads will trust you more if you tell them the truth in the beginning so as to reduce disappointment.
Insightful Match Maker
You must act as an insightful matchmaker as you place candidates with organizations. Sometimes you must break a down of the candidate’s career goals so that you can provide accurate information and assessments of a company’s needs. Many entry-level candidates will find it hard to explain their needs so you have to assess their talents. With your knowledge of an organizations’ needs, your assessments should match well with candidates’ expectations.
Reality Check
Many recent grads are concerned about financial stability because of inflation and increased debt. To some grads, recruiters are saviors for finding employment; dispel this myth during the first interview. The new, young professional is ambitious, determined, and realistic so your truthfulness could build rapport for future referrals. Today’s job market should be based on truth, ‘tell it as it is’ so to speak, so entry-level candidates can do everything in their power to develop a personal brand. Recruiters can use the personal assessments to assist recent grad candidates in pinpointing powerful assets they can offer hiring organizations.
Candidates Speak Out
Candidates fear third party recruiters because the recruiters can place them in low-level jobs due to their lack of experience in their chosen profession. To learn more information from a real candidate, please see Ask the Experts: Third Party Recruiters, Employment Agencies or Staffing Agencies For MBA Candidates. According to this article, it seems as if MBA candidates are experiencing the same fears as entry-level candidates. How can you dispel the fears of your candidates? Take your time with each candidate. Help candidates develop confidence in your firm and then place candidates in the best positions possible.
Your role as a recruiter changes instantaneously when working with diverse professionals. Take the time to understand the new demands of each industry, concerns of employers, and the recent needs of qualified candidates. Your insight can determine the success of a candidate’s placement and the employer’s confidence in your abilities.
By: Tahjia Chapman a Staff Writer for CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.
