What Makes an Excellent Recruiter at RZ? And How to Avoid Replacements!

How to avoid replacements?  

— Fully Understanding the Client’s Needs:

1. Get to know the specifics of the role – know what skills and experiences are the most critical to achieving success with that company. If you don’t see specific duties/responsibilities on the client notes, pick up the phone or email the client to get more clarification. This gives you more insight into specific needs but also building a relationship with the client.
2. Find out (if you can) by asking the client or Kiff where previous successful employees in similar roles come from a particular background. Such as – QSR industry, Casual-Dining, Fine Dining, Michelin Star, etc.

I always try to avoid replacements by ensuring that the candidate fully understands the job description and what is entailed in the job they are interviewing for. If I am interviewing a candidate and they have a question in regards to job duties, hours, pay, or important details prior to submitting a candidate I ask the client for clarification. I would rather know prior if a candidate is fully interested in the position and all that it has to offer. I do this to ensure that each candidate prior to an interview, prior to getting offered the job they know 100% of what is required of them and what they will be receiving.

— Understanding a Candidate’s Motivation:

1. What are their reasons for making a change? What do they need or want that their current position doesn’t offer? 2. Why have they left previous positions? Did they leave on good terms?
2. Are they actively seeking a new position? And if so, what other companies are they interviewing with?

This will give you insight into their wants/needs to be happy at their next position. If we can fulfill those wants i.e, more pay, benefits, PTO, paid holidays, etc there is a higher chance they will be happier and want to work there. If a candidate is talking badly about a previous company, that can be a big red flag for me (in certain cases). We want our candidates to be professional and not present themselves in a negative light, so if I hear a candidate saying how bad their manager was, or that they got into arguments with managers/employees, I typically won’t submit them.

— Establishing a Relationship and Trust With Candidates:

The more a candidate trusts their recruiter, the more likely they are to not accept a job they will just abandon within a few weeks/months. When building rapport with a candidate, the more open and honest they will become to voice their concerns and worries. A consistent line of communication with candidates is key, you need to keep them intrigued but also keep them in the loop as to where their application is. If you don’t have an update, tell them that. I would rather know that a recruiter is working hard to get my resume in front of a manager than hear nothing at all.

— Following up With Candidates:

1. Follow up after their first day of work, ask how it went, ask if they have concerns, etc..
2. Follow up after their first full week of work. After a week, candidates will have a good idea of what the job will entail, find out if they feel welcomed, or stressed, and let them know you are there if they have any questions or concerns.
3. Follow up after 60 – 90 days. Just see how they are adjusting, and if they have been fully trained.

This shows that you care, and continues to build on the relationship that you created. Now, not only did you get a placement, but you have also created a long-lasting relationship with a candidate. Let’s say in two years from now, if the candidate is looking for more growth or wants to move, they will most likely call you first because you were the last one to successfully help them find a job.

–Referrals:

After successfully placing a candidate I will always say “hey if you have any friends or ex-co-workers looking for a job send them my way!”