4 Tips for Recruiters Wanting to Work with Job Seekers

Today, the US job market has become a highly volatile and competitive place for job seekers and employers.

Looking for a new job has become uniquely challenging for job seekers amid the COVID-19 pandemic and the looming recession. Many companies are still conducting age-old, lengthy interview procedures when they should instead be doing the exact opposite since conventional ways of hiring have been completely disrupted.

This is where recruiters come into the picture!

You can help job seekers easily navigate through the rising uncertainty in the job market and, in doing so, build lasting relationships that benefit both parties in the long run. Here are a few tips to help recruiters make the most of their relationships with candidates hunting for a new job.

1. Look for Current Resumes

First, and foremost, a job seeker needs to remember that their resume is the first thing that a recruiter will look into when trying to understand the former’s expectations and job requirements and how they can help them land the ideal job.

According to recent statistical data compiled by Zety, as many as 63% of recruiters want to receive resumes tailored as per the requirements of the open position.

Therefore, any job seeker who is serious about working with a recruiter to ace a job interview and land the right job quickly should strive to customize their resume as often as possible to match the requirements published in the job opening. Recruiters must determine if a candidate has all the skills they list on their resume. It could tarnish your reputation as a recruiter if you recommend a candidate who doesn’t have the right qualifications.

Many recruiters should also look for candidates who keep their resumes current with the latest career developments. This will mean that the candidate might be looking for the right job description, and you can match them with the right company.

2. Ask the Right Questions

Next up, to be able to decide which candidate will be the best fit for your job openings and goals. Do you need them for a talent pool, or are you recruiting for a specific position right now?

Following this step will have a twofold benefit – it will help you choose the best candidate out there for your hiring needs and streamline the process.

Some of the questions you can ask a potential recruiter to assess whether or not they will represent you well are:

• Do they have any prior experience or specialization in their niche?
• How many job listings are they willing to apply for?
• What type of company culture are they looking for?
• What are their salary expectations?
• When are they ready to start their next job?
• What professional organizations would they like to work with?
• Where are they at in their job search?

When landing a candidate quickly, beating around the bush is no point. Therefore, following this step is necessary when deciding to work with candidates.

3. Be Patient While Also Following Up Proactively

Once you’ve successfully chosen the candidate you see as the best fit, the next step includes trusting them to get you the desired results while also being proactive with follow-ups.

It would be best if you remembered that, chances are, the candidate you’ve decided to move forward with for their job search already has a lot on their plate. Depending on the role and type of employer they’re seeking, there can be several stages to the interview process that must be endured.

The key to working with a candidate is to try and be as patient as possible while having a fixed follow-up timeline for greater accountability.

4. Find Open Candidates

Candidates shouldn’t be afraid to share their personal information so that they can find the perfect job for them.

For example, suppose a candidate switched several jobs in a comparatively short period or has gaps in their career due to personal reasons. In that case, it can be helpful if they equip you with information as to why. That way, you will know how to represent the candidates before employers best.

In one of her recent interviews, Casie Luke, Recruiter and Talent Acquisition leader at Houston-based Jones|Carter, explains why it is essential for candidates to be upfront with recruiters if they want the latter to help them better:

“Lots of movement in your career is okay. Just tell recruiters up front so they know how to market your background and job changes to their clients. If you have had three jobs in five years, most employers aren’t going to be excited about it. However, if you can say the first company went out of business and the second was over an hour each way for commuting — those are good reasons to be looking for a new job and help to validate why you’ve moved around a lot.”

All in all, recruiters must remember that every job seeker is different, and so are hiring timelines. Sure, one of your acquaintances or past colleagues might have landed their candidate a job within ten days, but that does not mean you’ll be able to bag an opportunity within the same timeline. Who knows, you might land one in a day or two!

Try to be as optimistic as possible and give the job seeker you’re working with some realistic timelines. If you’re passionate about working with candidates but don’t want to be tied down with large recruiting agencies, contact us at Recruiter.com.

We operate one of the largest networks of freelance recruiters and make it easy for recruiters to work with candidates they want. They can provide

To know more about how recruiters work and what they can do to make your job search journey a less daunting one, contact us at Recruiter.com. Our extensive network of experienced recruiters and hiring managers spread across the US specializes in hiring for all types of industries and can help provide expert career advice and vacancies for you so you can find your dream job in no time.