By Zineb Kobi
The true passion of Zineb is the positive psychology or the science that explains happiness!
Recruiters! Here is what you need to know!
When speaking of urbanization and digitalizing both our private and professional life, it has undoubtedly become more fashionable and trendy. The world of corporations is full of evolution, basically jobs transform and evolve with time. Interestingly, HR jobs do not dodge this trend. In fact, almost every day we notice new service offers from companies promising miracle solutions to recruit the right person in only one click. The terms that we most use on the web are big data, predictive analysis digitalization…etc.
Let’s be honest and clear. These tools promise the following advantages: Increased agility and an improved response time towards the market. Recruiters are capable of enlarging their ground of sourcing thanks to social media. The necessary delays to recruit a good candidate, consequently the costs are reduced. These recruiters are able to interact on discussion forums with potential candidates. . They broadcast and promote the brand of the company and therefore have the advantage to attract desirable candidates.
Nevertheless, these innovations should simply be used as tools in service of authorities in the field of recruitment. Not more, not less! The process of deciding to recruit a new profile is more complex than seems and creates a new challenge from within the person for the company.
How to be a Good Recruiter:
Following are some examples of what good recruiters do:
- Should be able to analyze, understand and assess a good candidate even if it’s just from ‘a piece of paper’ that is the CV.
- Need also be able to evaluate the capacity of the candidate at hand and practice the job assigned.
- have to be able to take distance from the analyzed profile and also evaluate the perfect fit from a cultural point of view (values, personality, ambition…etc.).
All of this is to be able to short list a minimum number of candidates as well as to limit the number of selection interviews.
Usually, good recruiters also play the role of an advisor to both the company and the candidate. In fact, they will be able to question the definition of the need and compete the operational if necessary. Additionally, they know how to orient the candidates during the interview and provide them with answers to their questions. In any case, they should usually take the time to provide the candidates with their constructive feedback.
Last but not least, it is very important to maintain contact with the recruited candidate in order to make sure to assist them if needed during the integration phase. Overall, in order to the install a good recruitment process, the recruiter himself, should be able to use the tools at his/her disposal.