FORGOT YOUR DETAILS?

CREATE ACCOUNT

How do the great corporate recruiters spend their time compared to others?  Do they work longer and harder than others?

What are their secrets to success?

There are common behaviors found in the best in-house recruiters. The most common aspect I've noticed is their respect for time. It is treated as a valuable asset as they focus efforts on most critical priorities. It is less about the amount of time they work. It's more about what they do with their time. The great ones all know how to focus on tasks that make a difference.

Smiling international business people studying a documentBased on years of observation, study, and inquiry, I offer you my list of how great corporate recruiters spend their time.  I'm not suggesting the following list of 23 behaviors are totally practiced by every "great" recruiter.... but   there does seems to be a direct relationship though between these traits and recruiting success.

How many of these behaviors are part of your day?

  1. Always hunting for great talent (even if not requisition based)
  2. Building brand and image (PR work, writing articles, etc.)
  3. Coaching, counseling, and partnering with hiring managers
  4. Constantly looking to reduce CPH and TTF while increasing choice and quality of hire
  5. Developing their personal professional knowledge and skills
  6. Effectively reporting and communicating with management
  7. Focusing on client and candidate satisfaction
  8. Forecasting and anticipating demand for talent
  9. Insuring diverse slates of candidates
  10. Keeping current with legal requirements
  11. Learning and incorporating Best Practices
  12. Managing offers negotiation and candidate closings
  13. Network in key talent markets
  14. Organizing their work using effective project management techniques
  15. Performing in-depth candidate evaluations
  16. Planning and managing their responsibilities using time management principals
  17. Proactively developing internal referrals network
  18. Providing hiring managers with talent market intelligence
  19. Reading and contributing to thought leadership blogs
  20. Segmenting and prioritizing work (high-yield focused while delegating low-yield)
  21. Sharing competitive knowledge and talent information with peers
  22. Strategically using and managing third parties
  23. Using business intelligence research to support their decision making
TOP