Characteristics of Professional Supply Chain Recruiter
You might be wondering whether your supply chain recruiter is good or not. A dependable recruiter isn't just someone who are doing their everyday tasks while also meeting expectations. It is them who assure that the company is able to consistently attract good people and keep them for long to achieve highest level of productivity.
As a matter of fact, it is not necessarily needed for the recruiter to have human resource background. Though having great experience in sales, customer service, marketing, design, coding and varieties of other fields can likely foster nice set of recruiting skills. Despite the diverse backgrounds that recruiters could have, there are qualities that they should have. See more about supply chain recruiters.
Number 1. Build relationships - as what shown in characteristics, most recruiters are actually rejecting more applicants than hiring them. Goods ones are doing it gracefully by means of turning the rejections in a relationship like sending post interview rejection letter etc. On the other hand, you can easily see recruiters who stand out among others by those who go above and beyond such as sending personalized emails as well as building actual relationship.
A sign of good recruiter is someone who remembers the small, positive details from interactions made with rejected applicants and using it to add personal touch to their conversations.
Number 2. Think ahead - as a matter of fact, seasoned supply chain recruiters are not waiting for job openings before they get started searching for new candidates because they do this ahead of time. Rather, they have started establishing the pipelines and keeping records of potential applicants. They're basically engaging passive candidates and making strong network. They know where they should find experienced and seasoned candidates and on how to source out new talents. Explore more about logistics recruiters.
They aren't afraid to explore and to benefit from social media recruiting. So if ever they've seen a department is growing, they make collaborations with the supervisors and also the managers to gauge what are the hiring needs in the future.
Number 3. Play well with the hiring managers - there are cases in which recruiters need to navigate conflicts with the hiring managers that lead from clash of interest. A successful recruiter need to seek way on how they can settle the indifference and balance demands of hiring managers. Everyone talks about candidate experience but the experience of hiring manager is equally important too. For more info visit https://en.wikipedia.org/wiki/Recruitment.
An experienced recruiter is using their expertise for emphasizing on potential problematic issues that might be difficult for the hiring managers to grasp or spot on their own such as subtle signs indicating that a candidate might be future toxic co-worker who undermining their team and so forth.