Can anyone tell me what are the qualities needed for a recruiter? and how a recruiter can do effective recruitment? what are the things he should take care of when he do recruitment for a firm?
From India, Kochi
From India, Kochi
Hi
Even i wud like to know this cz even Im interested in the field of recruitment.
But I heard that recruiters cannot expect a salary above Rs 10000!! is it true??
What is a recruiters job profile???I am a fresher.So what is my scope in this feild?Can someone help plz!
Thanks
From India
Even i wud like to know this cz even Im interested in the field of recruitment.
But I heard that recruiters cannot expect a salary above Rs 10000!! is it true??
What is a recruiters job profile???I am a fresher.So what is my scope in this feild?Can someone help plz!
Thanks
From India
Who exactly is a recruiter?
According to Dictionary a recruiter is
noun: an official who enlists personnel for military service
noun: someone who supplies members or employees
The first definition perhaps might not be relevant to our context but the later can be considered as a generic description of a recruiter and this is what we shall refer to as a definition of a recruiter. In many parts of the western world where HR/Recruiting space has existed for long, they have in the past decade or so gone through many changes and they are still developing and evolving, one such eg; from Personnel dept. to Human Resources dept. or even Human Capital. Like wise, atleast for some of us, we are experiencing new specialized roles in the recruiting space
Consultant
Recruiter
Researcher
Sourcer
The qualities that are essential for a Consultant/Recruiter could vary vastly from a Sourcer (a Sourcer is a computer geek, an introvert, good in mining information/data from the net, etc), however a Researchers role might even overlap with some of the roles played by Consultant/Recruiter. A Recruiter source and manage her clients and also generate relevant profiles to meet the clients requirement.
Some of the behavioral qualities that are common in most of the successful recruiters are:
Observant
Sharp and quick grasp of matters
Good memory
Fast learner and knowledgeable
Self starter
Persistent
Empathetic
Organized
Good communicators
Good listener
Multi-tasker
Pro-active
A good recruiter must have a good grasp of the thing that are happening around her, she must have good knowledge about the market, the domain/industry, technology, the client, the job, etc. She must also act as an
Information storehouse - have information or knows how to access for information.
Some of the skills intrinsic to any great recruiter would include(source: Job Junction):
1. Interview skills: Knows and use array of interviewing techniques
2. Internet skills: Boolean, Flip, peel, x-ray websites to find passive candidates
3. Computer skills: Understands what is O.S, network, Local drive, server etc and very handy with keyboards shortcuts and very comfortable with MS word and Excel.
4. Sales skills: A good recruiter must have strong verbal and written skills, good presentation and negotiation skills. Convince a client for her business-sell your business/company to the client and convince a candidate for the job-sell the job to the candidate.
5. Analytical skills: Good with numbers and calculations. Resumes sent, shortlisted, interviewed, selected and/or reject - a good recruiter must keep track of these numbers, analyzed, and take action wherever necessary to see the increase in numbers of closures. A good recruiter must always quantify and talk numbers.
6. People skills: Build and develop internal and external relationships with client, candidate, colleagues etc.
From India, Delhi
According to Dictionary a recruiter is
noun: an official who enlists personnel for military service
noun: someone who supplies members or employees
The first definition perhaps might not be relevant to our context but the later can be considered as a generic description of a recruiter and this is what we shall refer to as a definition of a recruiter. In many parts of the western world where HR/Recruiting space has existed for long, they have in the past decade or so gone through many changes and they are still developing and evolving, one such eg; from Personnel dept. to Human Resources dept. or even Human Capital. Like wise, atleast for some of us, we are experiencing new specialized roles in the recruiting space
Consultant
Recruiter
Researcher
Sourcer
The qualities that are essential for a Consultant/Recruiter could vary vastly from a Sourcer (a Sourcer is a computer geek, an introvert, good in mining information/data from the net, etc), however a Researchers role might even overlap with some of the roles played by Consultant/Recruiter. A Recruiter source and manage her clients and also generate relevant profiles to meet the clients requirement.
Some of the behavioral qualities that are common in most of the successful recruiters are:
Observant
Sharp and quick grasp of matters
Good memory
Fast learner and knowledgeable
Self starter
Persistent
Empathetic
Organized
Good communicators
Good listener
Multi-tasker
Pro-active
A good recruiter must have a good grasp of the thing that are happening around her, she must have good knowledge about the market, the domain/industry, technology, the client, the job, etc. She must also act as an
Information storehouse - have information or knows how to access for information.
Some of the skills intrinsic to any great recruiter would include(source: Job Junction):
1. Interview skills: Knows and use array of interviewing techniques
2. Internet skills: Boolean, Flip, peel, x-ray websites to find passive candidates
3. Computer skills: Understands what is O.S, network, Local drive, server etc and very handy with keyboards shortcuts and very comfortable with MS word and Excel.
4. Sales skills: A good recruiter must have strong verbal and written skills, good presentation and negotiation skills. Convince a client for her business-sell your business/company to the client and convince a candidate for the job-sell the job to the candidate.
5. Analytical skills: Good with numbers and calculations. Resumes sent, shortlisted, interviewed, selected and/or reject - a good recruiter must keep track of these numbers, analyzed, and take action wherever necessary to see the increase in numbers of closures. A good recruiter must always quantify and talk numbers.
6. People skills: Build and develop internal and external relationships with client, candidate, colleagues etc.
From India, Delhi
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