The best example of this is contacting sourced candidates

[Joywtseo421]

If a candidate tells you a secret, keep it. If a hiring manager tells you she doesn’t want entry-level hires because they don’t work well on her team, remember it. If you make a promise to anyone, make sure you keep that promise. Building goodwill, trust and a genuine love of people is what got many recruiters through the recession and it’s still good practice now that we’re out of it. Having a positive candidate experience is crucial, as 15% of candidates experiencing this say they will put more effort into a job, as opposed to those candidates who had a negative experience.

They Research What They Don’t Know
It can feel impossible to understand every language, specialized skill and assessment macedonia phone number resource result when you fall squarely in the “generalist” column. However, one thing that does separate the wheat from the recruiting chaff is the ability to dig in and do a little research. This serves two purposes:

You don’t look foolish when it’s time to speak with a candidate (or the hiring manager).
It shows respect to both of the above and makes you a smarter, more marketable candidate yourself.
Research can be about skills, and never has the internet made this type of research so easy. In fact, there are so many crowdsourced platforms, communities and blogs today where the work is already done for you. It’s so easy, in fact, that 92 percent of recruiters already use social media as part of their recruiting process. Whether you use plugins like Rapportive or Prophet and social networks like Facebook or LinkedIn, finding important information is as easy as the click of a button. Know the skill set, know the candidate: Most great recruiters live by this credo.

They Work Smarter, Not Harder
Impact to the business and productivity are two different things, and any great recruiter will realize how to balance the two. Focus on making an impact on your business and you will find yourself working smarter, not harder. Outsource recruitment or pull internal resources in wherever you can, and plan your time so you’re spending it on things that affect your organization.

In a recent survey, 94 percent of respondents said that good or bad, they would like to know how they did in the interview. It is productive to upload a CSV and email 200 qualified candidates that you pulled from a keyword database, but sending a personalized outreach email to the top 20 after researching if they’re truly right for the position and in the area, etc. will have a greater impact.