Hello everyone,
I have something to discuss which a lot of fellow citehr members would be eager to know... Here it goes... How can a recruiter add value to his profile? Let's say that a recruiter has 3 years of work experience in technical and non-technical recruiting. When he looks for a change, he would like to move to a senior position in talent acquisition/recruitment. During such times, a simple question of how he has added value to his profile is normally asked.
What could be the ways in which a recruiter adds value to his profile or does things differently? What can a recruiter do to stand out from the crowd? Please pour in all your suggestions/comments as it would benefit lots of people in this fraternity.
Regards,
Sajal
From India, Bangalore
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2I have something to discuss which a lot of fellow citehr members would be eager to know... Here it goes... How can a recruiter add value to his profile? Let's say that a recruiter has 3 years of work experience in technical and non-technical recruiting. When he looks for a change, he would like to move to a senior position in talent acquisition/recruitment. During such times, a simple question of how he has added value to his profile is normally asked.
What could be the ways in which a recruiter adds value to his profile or does things differently? What can a recruiter do to stand out from the crowd? Please pour in all your suggestions/comments as it would benefit lots of people in this fraternity.
Regards,
Sajal
From India, Bangalore
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It is a nice question from your end. You know well that you need something value-added to your profile which could set you apart from the crowd.
These are my suggestions:
1. You should have overachieved your targets.
2. You should be well-experienced in recruiting any kind of talent across all industries or a particular sector.
3. Recruiting the best talent available to the company for every requirement.
4. Adopting the fastest methods in recruitment.
And so on.
From India, Hyderabad
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These are my suggestions:
1. You should have overachieved your targets.
2. You should be well-experienced in recruiting any kind of talent across all industries or a particular sector.
3. Recruiting the best talent available to the company for every requirement.
4. Adopting the fastest methods in recruitment.
And so on.
From India, Hyderabad
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The growth of a recruiter depends on a lot of factors, some of which are highlighted below:
1. Their knowledge base, database of profiles, and industry contacts.
2. Market knowledge and familiarity with poaching industries.
3. Technical strength and domain knowledge.
4. Value-added services such as the initiation and implementation of recruitment strategies, technical prescreening, pre and post-withdrawal measures, aggressiveness, requirement vetting, disciplined and a working attitude.
Recruiters are the backbone of any industry. Be proud to be a recruiter.
Thanks and regards,
Manohar
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1. Their knowledge base, database of profiles, and industry contacts.
2. Market knowledge and familiarity with poaching industries.
3. Technical strength and domain knowledge.
4. Value-added services such as the initiation and implementation of recruitment strategies, technical prescreening, pre and post-withdrawal measures, aggressiveness, requirement vetting, disciplined and a working attitude.
Recruiters are the backbone of any industry. Be proud to be a recruiter.
Thanks and regards,
Manohar
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Hi Sajal,
If it's from a CV point of view, then start putting numbers in percentages. It's easier to project a good image in percentages than just by numbers. Also, if you can segregate it industry-wise, then the person who is going to interview you will have a definite idea. It also shows how particular and focused you are.
If it's during the course of the interview, then the best solution is to detail your clients as you detail your candidates. Share some knowledge about recent industry practices. Make sure you have knowledge about good recruitment software available and used currently in the market.
Adding value to your question is not just a literal one; it has more to do with your approach and ambition going into the next level and what exactly you have attained in the previous three years. Hence, make sure you focus on the growth you have achieved in the past three years as a recruiter rather than focusing on what you have achieved in numbers. Being respected in your company for closing quite impossible positions can also be focused upon.
Thanks & Regards,
AJ
From India, Thana
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If it's from a CV point of view, then start putting numbers in percentages. It's easier to project a good image in percentages than just by numbers. Also, if you can segregate it industry-wise, then the person who is going to interview you will have a definite idea. It also shows how particular and focused you are.
If it's during the course of the interview, then the best solution is to detail your clients as you detail your candidates. Share some knowledge about recent industry practices. Make sure you have knowledge about good recruitment software available and used currently in the market.
Adding value to your question is not just a literal one; it has more to do with your approach and ambition going into the next level and what exactly you have attained in the previous three years. Hence, make sure you focus on the growth you have achieved in the past three years as a recruiter rather than focusing on what you have achieved in numbers. Being respected in your company for closing quite impossible positions can also be focused upon.
Thanks & Regards,
AJ
From India, Thana
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I would suggest if your recruitment practices are the best, go for benchmarking. This will add value and weightage. Recruitment is a never-ending cycle, just like snakes and ladders. A recruiter can add value in terms of minimizing recruitment cost and recruitment cycle time. In a CV, you can show your deployment rate, selection rate, and in short, whatever efforts you make should be highlighted.
Regards
From India, Ahmadabad
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Regards
From India, Ahmadabad
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