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HR Staffing | Effective recruitment strategies
As seen earlier, the recruiter is an important player in the hiring process and the first person to establish contact with potential applicants. A potential applicant who is turned off by a recruiter may decide not to apply at all, although currently unemployed applicants may apply again. Highly talented passive job seekers may not wish to apply hence recruiters have to be careful not to miss on passive job seekers as most of them might be extremely talented.
People normally have less information on jobs and the organization, and hence they often tend to rely on recruiters and understand their behaviors as signals. The recruiter’s expertise, communication, competence, efficiency and all the different signals appeal to the applicant as the organization’s characteristics. For example, the CEO of Microsoft would spend half his time recruiting and used to call college seniors to recruit people to work for Microsoft. Some companies used to send staff other than the recruiters to meet the applicants, which also sends a signal. If the hiring manager is the CEO, then the signal received by the applicant is that the position is important. A recruiter for an organization sets the talent for that company.
Characteristics of a Recruiter
The characteristics of a recruiter may provide inferences on how attractive the job would be and what it feels to work in the company. These inferences can influence the decision in the applicant for pursuing the job. A set of core competencies are important for a recruiter, whether he is internal or external. The recruiter’s core competencies include,
- Familiarity with the organization and different positions
- Good communication and listening skills
- Intelligent, good social skills
- Enthusiastic about the job and company, an extrovert
Credible and trustworthy
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