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Characteristics of Professional Supply Chain Recruiter

For any company, thinking how supply chain recruiter performs in their business is one concern they think of. Well, good and dependable recruiters are not just the one who do their day to day tasks while meeting your expectations. They are the ones who ensure that the company they work for is continuously attracting and keeping good people.

Recruiters not necessarily need to come from human resource backgrounds. Though having great experience in sales, customer service, marketing, design, coding and varieties of other fields can likely foster nice set of recruiting skills. Despite the diverse backgrounds that recruiters could have, there are qualities that they should have.

Number 1. Build relationships – statistically speaking, recruiters need to reject more candidates than what they are hiring. The good ones do it in a graceful manner by turning rejection in relationship such as sending post interview rejection letter and the likes. On the other hand, you can easily see recruiters who stand out among others by those who go above and beyond such as sending personalized emails as well as building actual relationship.

One sign that you are with a good recruiter is if they remember positive details no matter how small it is from the interactions made with applicants rejected and use it in adding personal touch to their conversations.

Number 2. Think ahead – supply chain recruiters who bring value to the company they work for aren’t waiting for a new job opening before looking for new candidates. Instead, they’ve begin to establish the pipelines and keep the records of all potential applicants. They take initiative in creating a strong network while engaging passive candidates. They know where they should find experienced and seasoned candidates and on how to source out new talents.

They are making the best of social media recruiting as they’re not afraid to branch out to new hiring methods. 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. 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. Everyone talks about candidate experience but the experience of hiring 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.

The Key Elements of Great Recruiters

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