Recruiting - What Recruiters Do

A good recruiter can find valuable talent for a company. A bad one can undermine the work of several departments and greatly reduce profits. It all depends on how the specialist performs his duties.

Today we will tell you what they include, how to hire a good recruiter and what people in this position do.

Types of recruiting

Having studied the types of recruiting it is easier to understand what people in this profession face:

          Internal Recruiting

Employees within the company are sought for the position. This is the very career advancement in retail. If you're interested in a case study, you can read the story of one HR who solved a crisis situation through a horizontal job change.

In practice, it looks like this: there is a vacant position of a sales trainer. The company chooses the best salesperson and offers him to train newcomers. If he agrees - the difficult position is engaged.

The plus side of the method is having a proven and experienced person who understands the inner kitchen. This last factor is important for three reasons:

• Our conditional salesman will easily back up his words with deeds.
• He will be able to explain non-obvious points. For example, it will be easier for him to explain why a sales dialog checklist is necessary.
• If a person works in one firm for a long time - it will be easier to retain him.

          External Recruiting

A recruiter needs to hire people for a certain number of positions. It has its own subspecies:

• Mass recruiting. When people without special qualifications are needed (for example, to open a store).
• Highly specialized. When you need a professional for an important position.
• Hot. Waiting for a response to applications.
• Cold. Looking for people yourself and contacting potential employees.

The main tasks of a recruiter

There are 4 in total:

1. Determining the needs of the business. How many people does the company need at the moment? What skills do they need to possess? What salary the employer is willing to pay, etc.
   
   
2. Searching for candidates. Job openings are posted on job search sites, company online resources are utilized, etc. In some cases, vacancies are submitted to several sites at once.
   
   
3. Conducting selection stages. There may be many applicants for one position, so unnecessary candidates are weeded out. This is done in many ways: testing, integrity checks, portfolio review, etc.
   
   
4. Job Offer. When the recruiter selects the right number of candidates, he offers them an offer. Working conditions and various nuances are discussed.

At all stages of the tasks, adjustments are possible. For example, did not find a candidate for a suitable position, the vacancy may increase the salary.

How do recruiters bring new employees into the workplace?

You can look for employees in many ways. Here's what it looks like in practice.

Simple solutions

• Advertise on project resources. We have such a section on our website. You can also publish a post on social networks.
• Conducting internships. If you need a person with a small amount of knowledge for the position of “fetch-and-give”, you can take an intern. Yandex has made a whole site for this. In the future, the intern can be entrusted with more and more work and raise the salary.
• Referral program (brought a friend - got a bonus).
• Labor exchange. This is a public entity that helps people find a job. You apply - you get employees.
• Job search websites. You've definitely heard of them: hh.ru, superjob, Habr.Career, etc.
• Local publics and eavesdroppers. In resort towns, this is a common way to find employees for the summer.

Difficult decisions

• Calling professional staff yourself. Narrowly specialized specialists are not looking for work, they are offered it.
• Holding hackathons, open days and other events. This process requires money, but you can find talented professionals interested in your company's work.
• Contacting an agency. This solution makes hiring employees easier, but it costs money. The company will recruit people on your behalf.

How do you find a job candidate?

It all depends on what position a person is looking for. But the approximate sequence is as follows:

1. You receive a statement from the manager that a candidate is needed. There should be as much information as possible, because otherwise the employer will get a cat in a bag, not a specialist.
2. Look at the market. Does the specified salary correspond to the average? How many responses can you get? Will you be able to pull the required conditions? If the answer is yes, move on to the next point. If negative, ask your manager to make an adjustment.
3. A job posting is drafted. It is necessary to tell about the skills and portrait of the candidate. The salary and favorable conditions that the employee can get are indicated. The more detailed the description - the better. Instead of “friendly team” it is better to write what amenities will be in the office.

4. The vacancy is posted. If it is a small cafe, local publicks are enough. In the case of remote work, you can use larger services. After that, you wait for responses.
5. If you have little time, but there are a lot of responses - look for matches. For example, some people like to pour water instead of specific skills: “I am stress-resistant, quick to learn, sociable.” It is better to look at what experience indicates a specialist, what he worked with, whether there is a portfolio, etc.
6. First interview or correspondence. Look at the candidate's behavior. Check for the presence of soft skills. Sometimes you can include another professional in the interview.
7. Sending a test assignment. Waiting for the result, sending it for verification.
8. After that, the final interview is held. It can take place in several stages. Then follows the conclusion of the offer.

Simple tips for the recruiter

These will help negotiations run smoothly:

• Don't ask stupid or incorrect questions. It is better to ask the person about their portfolio rather than their zodiac sign.
• Don't react to negativity. If you really want to, remember that the person who behaves inadequately, suffers from it more than you (even if he does not even notice it).
• Be polite and don't blow off deadlines. Don't keep people waiting.
• Give feedback, even if it is negative. The person may be waiting for your response.

All this is necessary to maintain the image of the company, because reputation in the market is important.

At CODDY, our teachers have a flexible schedule. You can choose the number of pairs in a format convenient for you (online, offline, group and in class). Teachers are also provided with a large number of practical materials. If you are interested in our offer, apply here.