If your hiring process is already working well, you might ask yourself, “Why do I need to know how to recruit recruiters?” Some of the best reasons include:
- Having permanent recruiters on staff gives them more time to work with managers and other upper-level employees to understand job needs.
- Having time to create a pipeline of talent leads to faster hiring when needs arise.
- Keeping active with social networks, job boards and in-person networks allows for better understanding of everything from talent-pool sizes to job posting and recruitment strategies.
If you’re ready for some recruiter recruitment tips and recruiting giveaways, read on.
Tip #1: Know what you need
If you’re new to recruiting recruiters, you might be unsure what skills to look for. Some of the most common are:
- Experience in recruitment or HR.
- Strong skills with job boards, HR software and database software.
- Proven interview experience.
- Demonstrated recruiting strategies.
If you’re uncertain what other skills can help your organization succeed, ask a recruitment professional in your network to look over your requirements and make suggestions.
Tip #2: Ask recruiters for recommendations
If you have a strong network either in person or online, there’s a good chance you already know a recruiter or two. Ask them if they know someone (including themselves) looking for a new position. Not only will you get names, but there’s also a chance you’ll get a candidate with great experience in less time.
If someone sends a candidate you end up interviewing, send the person who provided the referral a cocktail set as a thank-you gift. And if you end up hiring the candidate, a set of high-end earbuds can let the referrer know just how much you appreciate the referral.
Tip #3: Include the basics
If you’ve never had to think about how to recruit a recruiter before, you may not be certain what a recruiter is looking for in a workplace—and you might forget that they need to know the same things any other potential staff member needs to know:
- Experience and skills: What do they need to be able to do—and what have they done?
- Duties: How many people will they be responsible for hiring every year, and will they have other responsibilities?
- Logistical information: Is the job in person, remote or a hybrid? Will they have flexible or set hours?
- Company culture: The size of your organization, work pace, family friendliness and other culture information that explains why your business is a great place to work.
- Pay and benefits: Sharing a salary range upfront can save you potential lost time if the potential recruiter can’t accept what you’re offering.
Tip #4: Hire for a trial basis
When many companies hire a sales representative, they’ll bring them in on a trial basis until they see what the rep is capable of. And recruiters can work the same way.
After an agreed-to trial period of three, six or 12 months, look at the results the recruiter is bringing in. Are they:
- Pulling in quality candidates?
- Communicating well with you and potential staff?
- Keeping the pipeline full?
- Finding good culture fits?
- Bringing in people who stay long-term?
You can help your recruiter succeed during their trial period by giving them recruiting giveaways to share with potential candidates. Swing drives or folders with culture content, benefits or other information can make it easier for recruiters to share company information. Or provide them with something to remember you by, like a fun fidget game.
Better hiring creates better hiring
Once you know how to recruit recruiters, you’ll find yourself with a great new staff member—and many great staff members to come. Happy headhunting!