Laycee Dorsett’s Post

What Makes a Great Recruiter: Insights for Job Seekers and Hiring Managers Top 6 things that make great recruiters are the key to connecting the right talent with the right opportunities. 1. Strong Communication Skills 2. Ability to Build Relationships 3. Knowledge of the Industry and Market Trends 4. Empathy and Understanding 5. Trustworthiness and Integrity 6. Attention to Detail Whether you're seeking a job or hiring new employees, understanding what makes a recruiter great is essential for success. 1. Strong Communication Skills For job seekers: A great recruiter listens to your goals and communicates clearly about the roles and expectations. For hiring managers: A recruiter should communicate effectively with both the hiring team and candidates, ensuring the right message is conveyed. 2. Ability to Build Relationships For job seekers: A good recruiter isn’t just about filling a position but about fostering a lasting professional relationship that benefits both parties in the long run. For hiring managers: Building strong relationships with candidates helps ensure they find the best fit for the company’s culture and needs. 3. Knowledge of the Industry and Market Trends For job seekers: A recruiter with deep industry knowledge will better understand your skills and how they fit within the current market. For hiring managers: A great recruiter should be up-to-date with trends, salary expectations, and talent availability to attract the right candidates. 4. Empathy and Understanding For job seekers: Great recruiters take time to understand your career journey and provide personalized guidance. For hiring managers: Empathy helps recruiters better understand candidates' motivations and challenges, leading to better candidate selection and experience. 5. Trustworthiness and Integrity For job seekers: Trust is key — a great recruiter will provide honest feedback and ensure transparency throughout the process. For hiring managers: A recruiter with integrity will only present candidates who genuinely fit the role, creating a more efficient and ethical hiring process. 6. Attention to Detail For job seekers: A recruiter with strong attention to detail will help you navigate the complexities of job applications, interviews, and company expectations. For hiring managers: Attention to detail ensures that the right candidates are presented, with all qualifications and experiences properly considered. Whether you’re on the job hunt or hiring, recognizing these traits will help ensure the recruitment process is smooth, efficient, and mutually beneficial. Call CER our goal is to meet these top 6 traits of a great recruiter! 1. Strong Communication Skills 2. Ability to Build Relationships 3. Knowledge of the Industry and Market Trends 4. Empathy and Understanding 5. Trustworthiness and Integrity 6. Attention to Detail www.go2cer.com

As your business grows, it's crucial to build a strong team to drive success. Here are three key points to consider when hiring your first recruiter: 1. Define Your Hiring Needs: Before diving into the hiring process, identify your business's specific needs. What roles are essential for growth? Understanding your hiring requirements will guide you in selecting a recruiter with the right expertise to source and attract top talent tailored to your industry. 2. Look for Industry Knowledge: A successful recruiter isn't just skilled in sourcing candidates; they understand the nuances of your industry. Seek candidates with a background in your field, as they'll be better equipped to identify candidates who align with your business goals and culture. Their industry knowledge will be invaluable in making strategic hiring decisions. 3. Evaluate Communication and Relationship-Building Skills: Communication is key in recruitment. Your chosen recruiter should be an effective communicator who can clearly convey your company's values and opportunities to potential hires. Additionally, strong relationship-building skills are crucial for establishing connections with candidates and ensuring a positive recruitment experience. Embarking on the journey of hiring your first recruiter is a significant step toward building your company's future. Remember, investing time in finding the right fit now will pay off in the long run. Best of luck on your hiring journey! https://buff.ly/3afDC3E

As your business grows, it's crucial to build a strong team to drive success. Here are three key points to consider when hiring your first recruiter: 1. Define Your Hiring Needs: Before diving into the hiring process, identify your business's specific needs. What roles are essential for growth? Understanding your hiring requirements will guide you in selecting a recruiter with the right expertise to source and attract top talent tailored to your industry. 2. Look for Industry Knowledge: A successful recruiter isn't just skilled in sourcing candidates; they understand the nuances of your industry. Seek candidates with a background in your field, as they'll be better equipped to identify candidates who align with your business goals and culture. Their industry knowledge will be invaluable in making strategic hiring decisions. 3. Evaluate Communication and Relationship-Building Skills: Communication is key in recruitment. Your chosen recruiter should be an effective communicator who can clearly convey your company's values and opportunities to potential hires. Additionally, strong relationship-building skills are crucial for establishing connections with candidates and ensuring a positive recruitment experience. Embarking on the journey of hiring your first recruiter is a significant step toward building your company's future. Remember, investing time in finding the right fit now will pay off in the long run. Best of luck on your hiring journey! https://buff.ly/3afDC3E

“We Don’t Need a Recruiter.” – Are You Sure? 🤔 As someone in recruitment, I’ve heard many companies say, “We don’t need a recruiter.” While it seems like a cost-saving decision, it often leads to costly mistakes. Here’s why: Common Excuses Companies Use 1️⃣ “We can do it in-house.” Yes, but at what cost? Recruitment takes time and expertise. Your HR team might rush decisions or overlook candidates. 2️⃣ “We don’t want to pay agency fees.” The irony? Mis-hires, long vacancies, or poor matches cost more. Recruitment is an investment, not an expense. 3️⃣ “We know who we want.” Direct hires limit your talent pool. Agencies connect you with passive candidates you’d never find. Mistakes Without a Recruiter 🚩 Overlooking Top Talent: Job boards miss passive candidates. 🚩 Rushing the Process: Skipped screening risks bad hires. 🚩 Misaligned Hires: Recruiters match skills, goals, and culture. Why Use a Recruitment Agency? ✅ Access Talent Pools: Agencies connect with hidden top talent. ✅ Save Time: Recruitment is full-time—let us handle it. ✅ Expert Screening: We deliver pre-vetted, top-quality candidates. ✅ Reduce Turnover: Right hires minimize costly churn. 💡 The Bottom Line: Recruitment isn’t just filling vacancies; it’s about finding the right person. DIY hiring can waste time and cost more. Let’s talk about how I can help you build your dream team. 💼✨ shireen@paradigmrecruitment.co.za #Recruitment #Hiring #TalentAcquisition

Recruiting Tips for December! ' 1️⃣ It's all about relationships. The good recruiters don’t just close deals, they build trust, stay in touch, and play the long game. 2️⃣ Ask the Right Questions. Rather than concentrating on what someone already knows, take the time to explore their thought process. Dive deeper into understanding how they approach challenges, overcome situations, and solve problems. 3️⃣ Time kills deals. You have to be efficient in your hiring processes. The best candidates are in high demand. If you’re too slow, you may lose them to a competitor. 4️⃣ Ask smarter questions. “Can you do the job?” is basic. The best recruiters dig deeper: “What do you actually want in your next role?” or “What’s a project you’re most proud of?” 5️⃣ Bounce back. Rejection is part of the game. Whether it’s a candidate ghosting or a client saying “no thanks,” good recruiters don’t take it personally. Tech recruitment is about more than just filling seats. It’s important to find the right hires who have the best skills and fit the business.

What makes a good recruiter? A good recruiter possesses several essential qualities that contribute to their effectiveness in finding and attracting top talent. Here are some key traits: Building Relationships: Good recruiters focus on building strong relationships with candidates. They treat rejections gracefully, turning them into opportunities for future connections. Personalized communication and genuine interest in candidates set them apart. Thinking Ahead: Successful recruiters don’t wait for job openings to start their search. They proactively build talent pipelines, engage passive candidates, and stay connected with past applicants. They explore unexpected places, like social media and niche communities, to find talent. Collaborating with Hiring Managers: Effective recruiters work closely with hiring managers to understand their needs, forecast hiring requirements, and align recruitment strategies. Collaboration ensures a smoother hiring process. Keeping an Open Mind: Good recruiters remain open to diverse backgrounds and unconventional paths. They recognize that valuable talent can come from various fields, not just traditional HR backgrounds. Empathy: Understanding candidates’ experiences, needs, and aspirations is crucial. Empathetic recruiters create positive interactions, even when delivering rejection messages (What Defines a Good Recruiter?, 2016). Playing Multiple Roles: Recruiters wear different hats: salesperson, marketer, interviewer, and negotiator. Adapting to these roles helps them connect with candidates effectively. Continuous Self-Improvement: Staying updated on industry trends, attending HR events, and seeking professional development are essential for growth. Representing the Company Well: Recruiters are ambassadors for their organization. They convey the company’s culture, values, and opportunities to candidates. Mastering the Basics: Strong foundational skills, such as sourcing, screening, and interviewing, are essential. A good recruiter knows the recruiting process inside out (Herrity, 2022). Thus, being a successful recruiter goes beyond ticking boxes—it’s about creating meaningful connections and contributing to an organization’s long-term success. By Dr. Rana AL Dabbagh References What defines a good recruiter? (2016, September 22). Recruiting Resources: How to Recruit and Hire Better. https://lnkd.in/g7d3JTaa   Herrity, J. (2022, September 30). How to Be a Good Recruiter. Indeed.            https://lnkd.in/gzvMtzvs

What’s your biggest recruitment challenge? I always ask this question to my clients, and the main answers I receive are: 👉 “We can’t find the right talent and have wasted a lot of time with the wrong candidates.” 👉 “We haven’t got a strategic onboarding process.” 👉 “Due to a lack of processes, we take too long to hire candidates, putting additional pressure on our other team members.” Inefficient hiring processes consume a lot of time, energy and resources. But it doesn’t have to be like this! Here are my top tips on how to streamline your recruitment process and take back time (and control): ✅ Establish a structured hiring process – Take the time to map out a structured hiring process that includes the stages of hiring, how long each stage takes (with time for candidates to respond), assessment details, interview questions, and defining job role requirements. A structured hiring process helps you find candidates who better fit your roles. ✅ Develop a candidate pipeline – You can significantly save time by developing a candidate pipeline. Then, next time you need to hire, you already have a talent pool of interested potential candidates. This tip can reduce the time it takes to hire! ✅ Outsource your hiring – This might be as simple as asking current employees to see if their friends or family want a new role (hint: referral programmes are powerful incentives) or hiring a recruitment expert to find your ideal candidate. This tip can help to relieve pressure in your team (and free you up to focus on other things). And if you need a hand with any of the recruitment process, feel free to give me a shout: 📲 07596 581 213 📞 0114 321 5000 📧 info@sc1recruitment.co.uk #SouthYorkshire #SC1Recruitment #Recruitment #Hiring

𝐂𝐚𝐧 𝐛𝐲𝐩𝐚𝐬𝐬𝐢𝐧𝐠 𝐚 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 𝐛𝐞 𝐝𝐞𝐭𝐫𝐢𝐦𝐞𝐧𝐭𝐚𝐥 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐜𝐞𝐬𝐬? 🤔 Recently, a former client attempted to approach a candidate I’d introduced directly, effectively cutting me out of the process! The jobseeker didn’t like this and turned them down. He then told me about the situation, stating he felt they were unethical as an organisation and not somewhere he wanted to work 🚩 Even after almost a decade in this industry, I still see situations like this arise, although it happens less often these days. I understand that recruitment can be a significant investment, and businesses often want to save costs where they can. However, if you consistently struggle to find the right talent or face high turnover, it usually boils down to one of three things: 1️⃣ 𝐘𝐨𝐮’𝐫𝐞 𝐧𝐨𝐭 𝐚𝐭𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐭𝐲𝐩𝐞𝐬 𝐨𝐟 𝐩𝐞𝐨𝐩𝐥𝐞 𝐨𝐫 𝐜𝐚𝐥𝐢𝐛𝐫𝐞 𝐨𝐟 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬. 2️⃣ 𝐘𝐨𝐮𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐢𝐬𝐧’𝐭 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐥𝐲. 3️⃣ 𝐘𝐨𝐮 𝐝𝐨𝐧’𝐭 𝐡𝐚𝐯𝐞 𝐚𝐧 𝐚𝐜𝐜𝐮𝐫𝐚𝐭𝐞 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐨𝐟 𝐭𝐡𝐞 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐦𝐚𝐫𝐤𝐞𝐭. 𝑹𝒆𝒄𝒓𝒖𝒊𝒕𝒎𝒆𝒏𝒕 𝒊𝒔 𝒔𝒐 𝒎𝒖𝒄𝒉 𝒎𝒐𝒓𝒆 𝒕𝒉𝒂𝒏 𝒔𝒊𝒎𝒑𝒍𝒚 𝒇𝒐𝒓𝒘𝒂𝒓𝒅𝒊𝒏𝒈 𝒂 𝑪𝑽 𝒂𝒏𝒅 𝒉𝒐𝒑𝒊𝒏𝒈 𝒇𝒐𝒓 𝒕𝒉𝒆 𝒃𝒆𝒔𝒕! It involves headhunting, extensive screening, tapping into networks, and having countless conversations to pinpoint the best candidates. It’s about knowing the right questions to ask and identifying the potential fit beyond the resume. Recruitment is about building relationships 🤝 We connect with people who are actively and passively exploring the market, looking for opportunities that align with a variety of factors. We’re essentially matchmaking 💘 between businesses and employees, and everyone knows hiring the right person is not as simple as choosing the first person who seems good on paper. People want to work for employers they can trust

A lot of successful recruiters jump into starting their own recruitment firm, thinking their current skillset will lead to continued success. Big mistake. In fact, if you’re a recruiter looking to make this jump, you *may* need to unlearn everything that you currently know. Among other things, you’re no longer JUST a hunter! You are a leader, even if you’re a one-man/woman shop, and you manage an enterprise now. There is SO much that this entails. As a recruiter, you hit your targets, bring in the clients, and/or place the candidates, and you’re good. As an agency leader, especially in the early stages, you handle all the admin (which FYI, is wayyy more than you currently handle), you ensure your practices are in accordance with applicable labour (and other) laws, you manage (or will manage) a team of recruiters – which requires patience, leadership, teamwork and empathetic communication skills – and you decide the strategic direction of your agency. Recruitment Consultants aren’t the only ones who burn out, Recruitment Agency Leaders do too! I’d argue that it’s because they had no idea how deep the waters were before crossing over to the other side. If you focus on just the skills needed to be an excellent recruiter, you won’t get far running an agency. Do the research, self-audit, and other work to make sure you are ready to take that leap, otherwise, keep billing your 6-7 figures, and leave that stress alone 😄 CE Career Services #RecruitmentTips #recruitment #recruitertips #candidateplacement #candidateprep

Navigating the Hiring Maze 🕒 Hiring can be a complex puzzle, but have you considered the time-saving benefits of working with a recruitment agency? Effective staffing is a critical element of any successful business, yet the hiring process is often time-consuming and resource-intensive. Picture this: a recruiter dives into the talent pool, leveraging networks and expertise to access candidates you might otherwise miss. By filtering through numerous applications, they ensure that only the most relevant prospects land on your desk. This meticulous screening process saves hours that would otherwise be absorbed in sifting through CVs. Moreover, recruitment agencies understand the market nuances and can swiftly identify the optimum fit for your company's culture and specific job roles. They bridge the gap between a comprehensive job requirement and the ideal candidate's skill set—this specialist approach drastically reduces the time to hire. But it's not just about speed—quality is paramount. Experienced agencies can boost the quality of your hires because they're in the constant business of matchmaking skills with needs. They also manage interview schedules, handle negotiations, and provide timely feedback, further freeing up your internal resources. Imagine reclaiming hours to concentrate on strategic growth while a dedicated partner manages the rest. Are you tapping into the potential of recruitment agencies to refine your hiring process? Call me on 01924 294804. #HiringStrategies #RecruitmentAgency #TimeSavings