Knowledge of Real Job Needs. Good recruiters need to clearly understanding the actual work that needs to be performed, rather than rely on skills and experience to assess cold calling database competency. With this knowledge recruiters can determine how strong the person is based on what they've accomplished. They're also better able to defend their candidates from weak interviewers, and as a result, make more placements. Partner with Hiring Manager cold calling database Clients. Recruiters who are partners have more influence in the final decision, get ample time to discuss real job needs, and are seen as advisors and coaches to the hiring team. In addition, 100% of their candidates are seen without hesitation.
Partners send in the cold calling database fewest number of candidates per hire. Recruiters who just submit resumes waiting for the manager to decide to see the person would rank no higher than Level 2 on this factor. Counselor to Candidates. Top candidates look to the recruiter as someone who understands the job, understands the market, and someone who can provide career counseling and advice. The ability to guide and counsel candidates into making the right choice is a cold calling database critical skill. While it must be used with caution and not abused, those who are true counselors make more placements, and those who aren't see their best candidates take other offers.
Ability to Cold Call. The future of recruiting will largely involve cold calling people found on some social network site or cold calling database through some Boolean searching of resume databases. Call reluctance is the bane of most corporate recruiters, preventing them from naturally picking up the phone and conversing with strangers. If a recruiter can't comfortably make dozens of cold calls every day, the person won't be able to ever recruit passive candidates on a consistent basis. Ability to Obtain High-Quality Referrals. While cold calling passive candidates is a critical skill, converting these people into candidates and getting 2-3 great referrals from each one is how you maximize recruiter performance. Networking will be the primary means to find the best people in the future, and those that know how to convert a cold phone screen into a hot list of great referrals will make the most and best placements.