In my 15+ years in staffing and recruiting, I've learned that being a top recruiter starts with intention, understanding, and empathy. This approach is how I have driven Journey Search Partners to be an award-winning, top-ranked professional search firm. Here are actionable ways you can level up your own recruiting practice.
Top recruiters understand needs that aren’t in the job description.
My approach to successful recruiting starts with developing a deep understanding of the companies I work with. Too many recruiters look for candidates based on the job description and the job description only. If you want to deliver results that last, you need to dig deep and understand what it’s like to work at the company you are filling jobs for. Get to know their team to understand what kind of person thrives there. Then, go find that kind of person.
Even in the digital age, phone calls are more powerful than messages.
Every recruiter sends messages to candidates. The most successful recruiters are still making phone calls. Candidates are constantly receiving messages, and they don’t have time to respond to all of them. Calling candidates over the phone is the simplest way to stand out and grab their attention. It shows that you have an opportunity that would be a good fit for them personally, not something you are bulk messaging to hundreds of other candidates.
Meet candidates on their schedules—especially outside of business hours.
The candidates you’re reaching out to probably have a similar work schedule to your own. If they are in different time zones, the most convenient time for you may be the middle of the night where they are. You’ll miss countless opportunities to connect with great candidates unless you make calls outside of standard hours. Structuring your schedule around candidates’ availability not only shows that you’re dedicated, but it also gives you an edge over competing recruiters who aren’t willing to go that extra mile.
Track what works and what doesn’t.
In recruiting, cutting corners always leads to failure. To build an effective recruiting process, note every step that leads to your success. Then, follow those steps every time you work on a job. Keep tracking what does and doesn’t work, tweaking your process over time.
Here are common ways I've seen recruiters fail and what to do instead:
Working on jobs for companies you don’t care about will get you nowhere.
Recruiting is about helping people, not just closing deals. To succeed, you need to be invested in the work you’re doing. Get to know the company you’re helping fill jobs, and the people your candidate will work with every day if hired. You won’t just understand customers’ needs better, you’ll also feel more motivated to fulfill them.
Pitching subpar candidates to close a job destroys trust.
Whether it’s sending candidates without screening them or interviewing people who aren’t qualified, this is a surefire way to make sure a company never works with you again. Subpar candidates rarely get hired, and if they do, they don’t last long at the company that hires them. Screen candidates thoroughly and don’t submit anyone you aren’t confident will be successful.
Giving up on a search after one attempt wastes your time and your customer’s time.
If you pitch a candidate who the hiring team turns down, don’t give up. Ask for feedback and use it to find someone more aligned with who they’re looking for. Customer feedback is the key to finding great hires and repeat clients. Nurturing your customer relationships and showing that you care enough to pivot and find an exceptional fit will provide you with an ongoing source of leads.
Not putting in the effort to secure the best candidates will lead to poor matches.
The best candidates are often happy in their current roles. You may have a fantastic opportunity for them, but they may see no reason to make a change. At this point, some recruiters may thank a candidate for their time and hang up the phone. However, if you’re confident the role you’re working to fill would be a perfect fit, tell them. Show your enthusiasm. Offer to continue the conversation when it’s most convenient for them and explain in detail why your opportunity is even better than their current position.
Stay engaged and informed.
The recruiting field is constantly evolving, so you should be too. Countless recruiting and staffing influencers discuss industry trends and developments in podcasts and social media content. If you haven’t already, do some browsing, find a few shows and accounts you find valuable, and follow them.
To go a step further, join HR and talent acquisition organizations like SHRM (the Society for Human Resource Management) to get access to exclusive data, insights, and networking opportunities. There may even be a local SHRM chapter in your area or other local organizations dedicated to providing recruiting and HR professionals with tools to help them succeed.
Don’t let AI run your whole recruiting operation.
AI tools are invaluable for automating repetitive tasks, such as transcribing interviews and conducting initial searches for passive candidates. However, I don’t recommend using AI for tasks like candidate screening, interviews, and next steps. Human touch is still necessary for asking the important questions and analyzing answers to ensure a candidate is a strong fit. AI isn’t conducive to productive conversations, and over-relying on it won’t set you, your candidates, or your customers up for success.
Approach every job order with intention, understanding, and empathy.
Never lose focus on your end goal of finding the right professional match for the companies you work with. While securing a fee can be a great motivator, it shouldn’t be your only one. If it is, you’re setting yourself up for inevitable failure. Develop a deep understanding of your customers’ needs, stay adaptable and persistent, and you’re on your way to becoming a top recruiter.
