The Six Habits of Ineffective Recruiters

[Maisy Heyward]

Hi,

I just found HR Buzz - what a wonderful concept!

Just thought I would share this really useful article about some bad habits in recruitment, most of it is relevant to both internal and external recruiters.

http://blog.recruitingnevada.com/200...ve-recruiters/

Cheers

Maisy

[Pete]

A few good thoughts in there, but don't forget it's written by, and posted on the website of, the "publisher of Nevada's largest netwrok of employment websites" - so hardly surprising the first few tips are all promoting greater use of more websites!

Having said that, the cmments regarding web not just being an electronic print medium are, in my experience, accurate. Too many companies just repeat print ads on the web and wonder why they are not effective. We actually use our print ads to refer applicants to our website, and as a result get many many more applicants electronically (via our portal) than we used to get in writing from newspaper readers.

Thanks Maisy. Anyone else who finds a good artical, it's be great to hear about it.

Cheers

Pete

[Maisy Heyward]

You're absolutely right there Pete. Probably the most important point for me in the article was the need to always be on the look out for different channels to find good candidates (#1). I believe far too many recruiters, both internal and external, use the same advertising products as they always have used, which in Australia means a big job board beginning with S or M

To find the best people we need to work harder and use a variety of advertising channels, ideally plus some personal networking.

#6 struck a chord as well. The most effective recruiters are almost always specialists, meaning they specialise in recruitment, and possibly specialise in a specific type of recruitment. People who are in the market recruiting day after day have a distinct advantage over those people for whom recruitment is just one of many hats they wear. That's why 9 times out of 10, a good specialist agency recruiter will come up with better candidates that the occasional in-house recruiter.