During the old recruiting day, when social media was a mere dream concept, candidates were made to go through a recruiter to be eligible for a job interview. Just like Neil Peek, who serves as a recruiter for Brocade, says recruiters served as gatekeepers back then. Recruiters are responsible for filtering the list of candidates. And ensuring only the most deserving ones are allowed to take the next step for the interview while dismissing those not a good fit for the open position. The concept to build good relations with candidates in IT Recruitment Poland was not in play back then.
However, the situation has now changed. This is because today, candidates have ample access to several different avenues that helps them to acquire a job they are comfortable working. Suppose a recruiter now wants to capitalize on the changing dynamics of the recruitment process. In that case, the most important thing one has to do is to get rid of this simple gatekeeping mindset forever. Instead of serving as a gatekeeper, a recruiter needs to think of himself as a perfect portal a candidate will find helpful for their job search. This recruitment technique is exactly about developing a good consultancy practice. Whereby the candidates and recruiters become great partners for this lengthy process filled with different emotions.
With Poland continuing to grow as a major IT destination in Europe, it is very important to hire the best candidates who can contribute to the betterment of the industry. This calls for building good relations with candidates in IT Recruitment Poland. This article highlights several techniques which you can use in your consultancy practice to receive better results in return.
Techniques to build good relations with candidates in IT Recruitment Poland
To come up with better results in the recruitment market for the IT sector, here are some techniques you can follow to build good relations with candidates in IT Recruitment Poland for better results.
Increase your availability
Recruiters need to ensure that they are easily available online. This will help the candidates to get access to them without delay and help in building a good recruiter-candidate relationship. Making an account on job-hunting websites like LinkedIn is an efficient way to accomplish this. Candidates from around the world use this as a medium to reach recruiters of companies they wish to apply to. Add posts to your social job portal to increase visibility.
Build ongoing terms with the candidates for IT Recruitment Poland
Not always you will come across the right candidate you are looking for for a particular position. However, it is necessary to maintain an ongoing relationship with the candidates. Because you never know when you again need him for a position that he is the best for. Sometimes, hiring becomes easy when there is a relationship already in place. As a recruiter, it is necessary to take your time and learn about a candidate right from the beginning. And offer them a way to always stay in touch almost on a regular basis.
Expert recruiters like Peek suggest setting a good routine with the candidate right at the initial phone call for details on how to stay up with regular communication. You can ask candidates approaching you whom you think you can recruit for some position or the other in your consultancy now or later. Thus stay in touch with them via email or phone until they are actively in the job search market. This way, you will get to know about their availability.
Do not ignore those unknown calls
One of the most crucial and demanding professions in an organization is that of the recruiter. While it makes sense when you say it is impossible to take every other call on your phone, it is also important to answer those unknown calls. Who knows, it may be the person with all qualities that you are looking to recruit.
Make those non-requisition calls
As a recruiter, it is essential for you to also reach out to the candidates who do not qualify for the requisition needs you have at the moment. When you come across any candidate’s profile you find interesting or learn about such a candidate from anyone, do take some time from your busy schedule and reach out to that person. An email is a good way to do so. Let the candidate know that you learn about the person a little more. Whether now or a little later, whichever seems comfortable.
Ask Questions- as many as you can!
When you speak with a candidate, do not always focus on the technical or hard skills. Try to know a person by asking them questions related to their field. It will help you learn about their personality. Reaching out to some prospective candidates even when you do not have a job opening will help you to understand the candidate and the position that they are suitable for.
Create a transparent environment in the IT Recruitment Poland
The best way to recruit the best candidate is to create a completely transparent environment for the recruitment process. You should let the candidate know you are a company representative and are responsible for hiring the most talented people. Nevertheless, it is your duty to present the candidates you are employing to the firm in the best light possible. This is what makes it important to know about everything related to them. Such is possible when you build good relations with candidates in IT Recruitment Poland.
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You might have to take a step back at times when you ask the candidate about their salary expectations. Or anything likely to affect their success quotient, like working remotely or traveling. Candidates can find it out to learn so much about a position over the phone. But then again, the candidates need to trust you as you are playing the dual role of representing the company to them and them to the company.
IT Recruitment Poland -Wrapping Up
Building a relationship with a candidate will help you to take your IT Recruitment Poland to the next level of success. Which is why it is important to keep these tips in concern. Besides, it is equally important to be a recruiter who candidates find supportive and engaging. In order to learn more about the candidates’ abilities and goals, you must foster an environment where they feel safe and at ease. Or where they want to see themself 5 years down the line from now. Only then you will be able to prove yourself as the best recruiter for the company contributing to its success.
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