Recruitment Superheroes

Hiring managers, recruiters, HR managers or anyone that has been given the task to manage the recruitment for their organisation deserves a round of applause.

The past three years have been a roller coaster for recruitment. After a hiring slowdown spurred by COVID-19 in 2020 and layoffs across many businesses, hiring has come roaring back in the last few years. Right now there are more job openings then there are candidates, impossible timelines, and generally some unrealistic expectations.

Not all heroes wear capes and we’ve taken a look at the various types of superheroes you might have managing your recruitment:

The Crystal Baller: Anticipating what’s needed before you even know you need it – You predicted during the pandemic that hiring would find itself at an all-time high 3 years on. Your team and hiring managers look to you for guidance and you know how to build a hiring strategy that will set your company up for success. You’re always one step ahead and up for a challenge.

Dr CX: After that first phone call or email your candidates will feel nothing but support and love. That’s because you really take the time to get to know them and their career goals. You do everything you can to set them up for success. You help them prepare for their interviews, make sure the interviewers are set up to provide a positive experience, and give your candidate useful feedback. You’re the one candidate wants to stay in touch with after you’ve finished working together, your candidate experience is exceptional.

Sherlock Holmes: You have the ability to seek out those hidden diamonds. While others might look for talent in the same places, you know how to think outside the box and understand that university pedigree, experience, and titles aren’t always everything. You look for those candidates who have the skills and potential to succeed in a role not just what’s written on a CV.

The Storyteller: As the first point of contact with a candidate, you know that it’s up to you to pique their interest. And that all comes down to what and how you say it. You know how to write engaging job descriptions, and when you communicate with candidates, you stand apart from other recruiters by tailoring your pitch based on their interests and career goals. You’re able to emotionally resonate with candidates and help them picture themselves in a role by illustrating the culture, challenges, and opportunities.

Captain Communicator: You love any opportunity to connect with new people – virtually or in person. After all, those connections may be the perfect fit for your next open role. Once you’ve made a connection, you nurture it. You may even take the time to post useful tips that can help those candidates and job seekers in your network land the role they want. The next time they’re looking for a new job, they’ll likely think of you.

The cost of poor recruitment can do more than spoil a reputation or waste your time, it can cost the business money. Recruiting the wrong person can cost well significant money, then there is the loss of workplace morale and lost productivity that a poor recruit can bring. Therefore, it is vital that recruitment within a company is handled correctly and the one’s doing it..are a reminder that we all possess some kind of unique superpower within us even if its in recruiting!

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