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What Makes a Good Supply Chain Recruiter?

You might be wondering whether your supply chain recruiter is good or not. A dependable recruiter isn’t just someone who are doing their everyday tasks while also meeting expectations. They’re the ones who make sure that the company they’re working for is attracting and keeping the best.

Recruiters not necessarily need to come from human resource backgrounds. Though, it will be nice to have experience in doing customer service, design, marketing, coding, sales and several other fields. While it is true that every recruiter come from a diverse background, everything comes to one thing and that’s to have the following characteristics.

Number 1. Build relationships – statistically speaking, recruiters need to reject more candidates than what they are hiring. Goods ones are doing it gracefully by means of turning the rejections in a relationship like sending post interview rejection letter etc. On the other hand, you can easily see recruiters who stand out among others by those who go above and beyond such as sending personalized emails as well as building actual relationship.

One sign that you are with a good recruiter is if they remember positive details no matter how small it is from the interactions made with applicants rejected and use it in adding personal touch to their conversations.

Number 2. Think ahead – as a matter of fact, seasoned supply chain recruiters are not waiting for job openings before they get started searching for new candidates because they do this ahead of time. Instead, they’ve begin to establish the pipelines and keep the records of all potential applicants. They are engaging passive candidates and creating strong network. They know where they must find seasoned and experienced candidates and the way to properly source new talents.

They aren’t afraid to explore and to benefit from social media recruiting. If they see a department growing, they collaborate with the supervisors and managers in an effort to forecast the hiring needs.

Number 3. Play well with the hiring managers – there are scenarios wherein recruiters are forced to handle conflict of interests with hiring managers. Successful recruiters have to find a way on how to iron out differences and be able to balance the demands of hiring managers. Everyone talks about candidate experience but the experience of hiring manager is equally important too.

Experienced recruiter will be using their know-how and expertise to emphasize the potential issues that may be hard for hiring managers to spot or grasp on their own.

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