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What Makes a Good Supply Chain Recruiter?

You might be wondering whether your supply chain recruiter is good or not. Well, good and dependable recruiters are not just the one who do their day to day tasks while meeting your expectations. They’re the ones who make sure that the company they’re working for is attracting and keeping the best.

As a matter of fact, it is not necessarily needed for the recruiter to have human resource background. Though, it will be nice to have experience in doing customer service, design, marketing, coding, sales and several other fields. While it is true that every recruiter come from a diverse background, everything comes to one thing and that’s to have the following characteristics.

Number 1. Build relationships – as what shown in characteristics, most recruiters are actually rejecting more applicants than hiring them. The best recruiters know how to gracefully do rejections such as developing a professional relationship by sending post interview rejection letter. Sending personalized emails and building actual relationship on the other hand is what made good recruiters to really stand out when rejecting candidates.

There is an indication that can help you tell whether the recruiter is good or not and it is when they do remember minute positive details of the conversation to the rejected applicants and use it to add a personal touch to their professional connection.

Number 2. Think ahead – supply chain recruiters who are adding value to their company do not just wait for a job opening before they start looking for new candidates. What they do is to develop the pipeline and store records of applicants that can be a fit for the position. They are engaging passive candidates and creating strong network. They know where they must find seasoned and experienced candidates and the way to properly source new talents.

They aren’t afraid to explore and to benefit from social media recruiting. If they see a department growing, they collaborate with the supervisors and managers in an effort to forecast the hiring needs.

Number 3. Play well with the hiring managers – there are scenarios wherein recruiters are forced to handle conflict of interests with hiring managers. A successful recruiter need to seek way on how they can settle the indifference and balance demands of hiring managers. Everyone is talking about candidate experience but hiring manager’s experience is also important.

An experienced recruiter is using their expertise for emphasizing on potential problematic issues that might be difficult for the hiring managers to grasp or spot on their own such as subtle signs indicating that a candidate might be future toxic co-worker who undermining their team and so forth.

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