As a company, you may be wondering what makes a supply chain recruiter good for your business? 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. However, it would be a big plus if the person has thorough experience in customer service, sales, marketing, design and various 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 – statistically speaking, recruiters need to reject more candidates than what they are hiring. Goods ones are doing it gracefully by means of turning the rejections in a relationship like sending post interview rejection letter etc. 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 – as a matter of fact, seasoned supply chain recruiters are not waiting for job openings before they get started searching for new candidates because they do this ahead of time. Instead, they’ve begin to establish the pipelines and keep the records of all potential applicants. They are engaging passive candidates and creating strong network. They have all the means in sourcing out new talents and even know where they can find experienced and seasoned candidates.
They aren’t afraid to explore and to benefit from social media recruiting. If ever they see a department is growing, they are collaborating with the managers and supervisors to be able to forecast the hiring needs.
Number 3. Play well with the hiring managers – there are cases in which recruiters need to navigate conflicts with the hiring managers that lead from clash of interest. This is basically a true test of effective recruiters as it pushes them to find ways to deal with the differences and striking balance with hiring managers. Most are after the experience of the candidate but still, let us not forget that the experience of the manager is equally important too.
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.