The job market continues to boom as we enter 2024 and shows no signs of slowing down.
In the UK, job adverts have outstripped unemployment figures for the first time ever.
And it’s not just a British phenomenon; there are high levels of job postings in countries across the world.
There’s no denying that competition for talent is only going to get fiercer in the year ahead.
With more jobs available than suitable candidates, businesses will need all the help they can get to find the skills and talent they need to succeed.
That’s where recruiters come in: with their expertise, creativity and tenacity, they play a vital role in helping businesses find the people they need to keep up with demand.
New data from LinkedIn shows a nearly three-fold increase in demand for recruiters in the UK compared to pre-pandemic levels.
In April 2022, the number of job postings for recruiters on LinkedIn was 2.9x higher than in January 2019.
This trend is also present in other European countries, such as Germany (5.9x), France (4.3x), and Spain (4.2x).
Research shows that the demand for recruiters in the United States was nearly 4x higher in January 2019 than it was pre-pandemic.
With such competitive demand for recruiters around the world, how can you find the right recruiter for your recruiting agency?
Read on to learn industry best practices for hiring the right recruiter for your recruiting agency.
The Underrated Role of a Recruiter
People outside of the recruiting world often underestimate the amount of influence recruiters have during the application process.
Recruiters make the job search process easier for employers and prospective employees.
They are experts at finding qualified candidates, screening talent, reviewing applications, and identifying key characteristics, skills, and experience required for the open position.
This means employers receive a pre-screened pool of candidates who meet their specific needs, saving them time and resources.
And for job seekers, this provides the opportunity to have their skills and qualifications recognized by an industry expert, which could lead to them being hired for their dream job.
Job recruiters typically work in human resources and may be part of an in-house team or work for a recruiting or staffing agency.
They play a critical role in the candidate experience . They are often the first point of contact, and as such, their interactions can heavily influence a person’s opinion of the company.
In many cases, recruiters serve double duty as brand ambassadors and headhunters.
A recruiter is also responsible for conducting interviews, negotiating job offers, and letting the candidate know whether or not they’ve been successful.
In other words, recruiters help connect qualified people with available positions that fit the candidate’s skills and the company’s needs.
Here are the most common reasons why you need to work with a recruiter to achieve your business goals.
- Recruiters are experts at recognizing potential and spotting early red flags in the hiring process .
They save you time and effort, so you can focus on other crucial areas of your business.
- Recruiters work directly with candidates to set expectations and ensure a positive experience.
They act as intermediaries between candidates and hiring managers to help prevent any potential conflicts or misunderstandings.
- Recruiters have the knowledge of what an open position requires, which means they can focus on finding the right candidate for the job.
This is a goal your company may not be able to achieve without them.
How to find the right recruiter?
a) Seek expertise in your field
While all recruiters have varying levels of knowledge, some specialize in a specific industry.
For example, insurance recruiters, executive recruiters, or medical recruiters.
Many industries have membership associations with online directories, such as the National Banking & Financial Services Network, where you can search for recruiters that meet your needs.
To ensure that your candidate is qualified, utilize all the resources available to you, including national associations, if applicable.
This will give you a well-rounded perspective on the candidate in question.
When working with a client company, it is crucial to choose one that is familiar with your company’s industry.
This helps ensure that they know what they are doing and can help you navigate any potential issues.
b) Evaluate their feedback about her
When you talk to a recruiter who is experienced in the job market, you may want to get their feedback on how to improve your recruiting and possibly onboarding process.
Whether it’s the need to streamline job postings or conduct interviews in general, you’re in a unique position to take notes, and it would be helpful to your company to take their feedback.
This feedback could help improve your job search, even if the candidate who provided the feedback doesn’t get the job.
Plus, it gives you the unique perspective of someone who is experiencing the job search process from both sides.
c) Ask questions
Asking the right and most relevant questions during the recruitment process can help you save time, especially when you’re interviewing a large group of candidates.
By identifying the key qualities and skills that are essential to the role you’re looking to fill, you can more quickly weed out those who aren’t a good fit and focus on those who have what it takes to be great employees.
You can skim through their cover letter or CV to ask pertinent questions about their qualifications, experience or other relevant information.
You can also ask about their biggest recent accomplishment, what resources they’d need to do their new job and whether they’re proficient in using recruiting software , applicant tracking systems or candidate relationship management (CRM) software.
d) Clarify your expectations
Potential hires should understand the company culture and policies before joining full-time, as this helps set expectations for the role they are applying for.
This way, job seekers can decide if the company is a good fit for them before committing long-term.
This becomes even more critical when hiring a recruiter, as they will be responsible for preparing job postings that reflect the position and confidently represent their company to future potential hires.
Where to look for a suitable recruiter?
A good recruiter can have a significant impact on your business.
They can help you learn about growth opportunities within your company that you might not have otherwise known about.
Additionally, having a good relationship with a recruiter can help you attract top talent to your company.
Here are some proven sources to find the right recruiter for your company.
a) Online directories
Directories are a vital resource for companies looking to hire, as they provide an easy way to connect with qualified candidates.
Some directories are targeted to specific industries, such as medical or insurance recruiters in the job recruitment market.
Recruiter directories are a valuable resource for companies, regardless of whether the industry your company is categorized in has one or not.
b) Social Media
An important point when looking for a job recruiter is that the nature of their work means that their presence on professional social media channels is likely essential.
Social media platforms like LinkedIn or Facebook are great places to find qualified candidates without the need for references.
Update your LinkedIn profile with the latest opportunities and add details about the types of jobs available to engage candidates.
c) Use search engines
Google, Yahoo, and Bing are usually the first place to search for any online application and are excellent resources for finding job listing sites for employers.
Google searches have the largest share of the search engine and job listing market.
Therefore, it can be useful for contacting headhunters looking for job openings.
d) Leverage your professional network
Your company’s internal human resources team is a great place to start when looking for potential candidates.
Professionals tend to be part of a network of people with similar skills, so you’re likely to find good candidates through your colleagues.
Reach out to your employees first, because they may already have someone in mind who would be a great fit for the job.
Incentivize them to suggest qualified candidates, and offer a reward for any referrals that end up being hired.
e) Browse job boards
While many job postings on Indeed and other search sites are created by hiring managers themselves, companies often assign this task to recruiters.
Pay attention to the names and titles of people posting jobs in your industry.
Recruiters often identify themselves with the following job titles:
- Personnel Agent
- Senior Recruiter
- Headhunter
- Placement agent
- Professional research
f) Consult industry groups
Recruiters often join professional associations and attend conferences related to their specialty to network with potential employers and clients.
If you are looking for a recruiter in a particular industry, pay attention to these events in their field.
For example, if you are looking for a recruiter in the healthcare industry, look for events that focus on healthcare recruiting.
If you are a member of a professional organization, searching for recruiters in the membership directory can be a great way to find potential employers.
g) Publish your job offer
Job boards aren’t just for job seekers; recruiters use them too!
In fact, job sites are one of the most common ways recruiters find new jobs.
Create a strong job description and post it on your job board profile so recruiters can easily find you.
How to evaluate a recruiter?
Once you have a pipeline of potential recruiters, the next step is to evaluate and contact the one that best fits your business needs.
Here’s how to evaluate a recruiter before committing to a professional relationship.
a) Research the recruiter’s network
Examine your potential recruiter’s network using social media to see what connections they have.
During the interview, ask what clients they have worked with in the past.
This will give you a good idea of
b) Look for testimonials
Talk to your previous employer and client about your skills, behavior, and work ethic, or ask if they can provide you with proof of employment.
A recruiter with a long history of successful placements is more likely to be an asset to your recruitment agency than someone who has bounced around from agency to agency.
c) Consider your and their specialty
While some recruiters work in multiple industries, you may want to choose a recruiter who specializes in your field.
A specialized recruiter is more likely to be educated about job searching and the type of candidate who would excel in that position.
d) Narrow down options
When looking for a recruiter, it is important to first understand what you expect from them.
What roles, responsibilities, and goals do you want them to cover?
This way, you can filter your options accordingly and find the best match for your needs.
It is also helpful to build a strong bond with the recruiter, so that you can trust that they are committed to your organization.
Help recruiters find her!
One of the most effective ways to get found by recruiters is to build a strong LinkedIn profile that showcases your company culture and accomplishments.
To make your company profile stand out, write a well-condensed “About” section, showcase your clients on your cover page, add your accomplishments, add recommendations from current and former clients, a brief description of the services you provide, and more.
Recruiters also search job boards for companies looking for recruiters.
Listing a clear, concise job description on job sites like Indeed, Monster, and other niche sites can make it more likely that a recruiter will notice and contact you.
Maintaining a high profile in professional organizations will also get you noticed by recruiters.
Presenting at conferences, organizing offices, and posting relevant content can also increase your visibility to recruiters.
Find your perfect match for recruitment!
The recruiting industry is constantly evolving, and we’ve seen a lot of changes over the past few years.
It’s been amazing to see how recruiting professionals have been able to adapt during this time.
Skilled recruiters will continue to be more vital in the months and years to come, providing advice and guidance to companies in finding candidates and attracting the talent they need to thrive.
Try these industry best practices to find the right recruiter for your company’s growth. Happy recruiting!
FAQ?
What makes a good recruiter?
A good recruiter is like a good hunter.
He or she must examine the competition to find the best candidates who are a perfect fit for the company.
As a representative of the company, a recruiter must know the company culture and policy and have constant communication with management to achieve the company’s hiring goals.
What to ask a recruiter?
In addition to the typical questions about work experience and education, a job interview with a recruiter is also a good opportunity for the employer to ask what the candidate would ask in an interview if they were in the interviewer’s shoes.
This allows them to improve the interview process and better understand how this potential employee would fit into the company culture they have worked hard to establish.
How to contact a recruiter?
Every company looking to fill a position has two options when it comes to recruiting: 1) hire a recruiter to work as an in-house team or 2) outsource recruiting or search firms.
Whichever route a company decides to take, it is important that when contacting a recruiter about a potential job opening, the language used is clear and professional and that the job posting includes all the information that will help a recruiter contact you.
Studies have shown that job postings that include clear requirements regarding salary, level, and skills tend to receive more responses from qualified candidates, so it is essential to make this information a priority.
