How a Recruiter Recognizes Valuable Talent

The labor market is changing. Traditional recruitment is no longer of interest to employers or employees. The old methods were replaced by the acquisition of talent. But how to find talent? Every recruiter is looking for an answer to this question. Let’s try to do it together.

Understand your needs

Previously, recruiters did not fully understand the needs of the business. They found a candidate, handed him over to a hiring manager, and that was the end of their role. The recruiter did not delve into the details behind the scenes.

But questions arise within the company. Human resource management faces a serious challenge. And this problem sounds like the overly dissatisfied staff. Some employees are not satisfied with the company culture. This, of course, hurts the financial results of current activities and prospects for business development.

Therefore, to find the talents, it is important to know the internal problems and work closely with HR managers. Recruitment strategies should be consistent with business development strategies.  

Write a job description

If you want to interest valuable talents in your offer, then start with a job description. Not only candidates are looking for a way to attract a potential employer. Modern companies do the same for potential employees.

Standard suggestions are not effective. The job description is the candidate’s first impression of your company. It is not necessary to spoil it with banal phrases which meet at each step.

Here are some tips on how to write an effective job description.

Clearly state the title of the position

Excessive creativity is inappropriate here. Appreciate the time of people who are ready to respond to your offer. Sorting offers by job title a professional designer may simply not notice your “Rock Star Designer”.

Contact the candidate directly

Write in simple language without confusing phrases. Professional vocabulary in the job description should help the applicant to find “his position”, not to confuse.

Describe the main tasks

Common phrases will lead to unnecessary time spent on interviews. If the candidate sees a clear list of responsibilities, he understands the job. That’s why the people you need will apply for the vacancy.

Sell ​​the job and sell the company

If you are looking for talent, then prepare convincing proposals for them to choose this position and this company. According to statistics, 90% of professionals in the world are open to new opportunities, even if they are not looking for work. If you make the right offer, valuable talents will be interested in your company. Add to the description a clear list of good reasons to choose you.

The main task of recruitment is to make sure that the candidate meets the requirements of the company. When attracting talent, it is necessary to convince a potential employee that the company is worth his time and effort. Write a job description that will attract the attention of the most valuable talents. The best HR strategy starts with transparency and openness.

Build your talent pipeline

Looking for people for a vacancy is like putting out a fire. The candidate is needed immediately. Therefore, it is not a question of finding talent.

Change the situation. Create your system for attracting the right people. Such a system is a pipeline of talents. It is the development of a long-term relationship with potential candidates that can take your company to a new stage of evolution.

6 important steps to build a talent channel

  1. Plan your talent search based on your business strategy.
  2. Attract the right talent through the employer brand.
  3. Look for talent among internal and external candidates.
  4. Create clear criteria for evaluating talent.
  5. Focus on developing your talents.
  6. Monitor and adjust the system constantly.

If you know what does human resources do the best, then your talent pipeline will be constantly replenished.

Conduct interviews

To select talents, you need to learn to conduct interviews at a high level. Each interview should be carefully prepared to learn as much as possible about the candidate and to reveal the strengths of your company.

10 tips on how to conduct an interview effectively

  1. Schedule time to prepare for the interview with each candidate.
  2. Choose the technique of interviewing prospective candidates (e.g. STAR: Situation, Task, Action, Result)
  3. Describe in detail the position and company of the interlocutor.
  4. Comment on the interview process.
  5. Learn about the candidate’s career goals and long-term plans
  6. Ask a potential employee about his vision of the position.
  7. Gather additional information about the interlocutor according to the pre-prepared list of questions.
  8. Remember to write down important things so as not to lose valuable information.
  9. Give honest answers to all the candidate’s questions.
  10. Agree on the next steps and explain their purpose.

Modern recruitment software helps recruiters work more efficiently. But the interview remains a creative element of the recruitment manager’s job. Develop the interlocutor’s skills for your professional growth. 

Manage talent relationships

The process of finding talent is constant. You cannot take several steps and disappear from the information field. Create a long-term program for different communication channels. Support the interest of potential candidates for future positions through social networks, professional online publications, and employer ratings. Don’t miss the offline and online events that interest your talents.

There are many tools for building a reputation. One of the most effective is webinars. A modern recruiter needs to know what is a webinar and how to record a webinar.

Measure your success

Everything that can be measured can be improved. If you are interested, how to become a pro recruiter, track your success and work on mistakes.

Don’t forget to add new technologies to your strengths. After all, resources such as screencast-o-matic are great for those who need to communicate with video.

Provide a positive candidate experience

The impression of communication can be another bonus for talent. Provide candidates with a positive experience. Remember, while you are choosing candidates, they are also choosing your company.

Recruitment is aimed at meeting the immediate needs of the business in human resources. You need more to acquire talent: to understand the needs of the company and the potential of the labor market in the long run. To focus on finding valuable talent and creating an enabling environment for such staff.

Good luck in attracting the most valuable talents!

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