Humility and Other Characteristics to Have in the Recruiting Process

There is so much more to recruiting and being a recruiter than simply stocking a client’s job opening with a warm body that can type, answer a phone and use a stapler. Character traits – both yours and the prospective employee, have become extremely important in the hiring process, particularly as a client’s business culture grows increasingly influential with new and existing employees.
 
While skills and culture fits are important when placing new candidates in open positions, a recruiter should also consider if a candidate is good at business politics, has a personality that meshes with the company’s overall personality, and if the candidate is comfortable following policy.
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Personality and skill are very important in the hiring process. Yet, that might not be enough to successfully place a new job candidate. See the other personality traits you should look for while searching out job candidates for your client’s needs.
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Is it truly good enough for a job candidate to land a job? Should they care about what sort of culture they are being hired into? Should you as a recruiter care? Remember, there is a human being behind the resume, and you, as a good recruiter, should recognize that.
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Sure, candidates look to you as their recruiter to place them in a good job. But that isn’t all they want? They want your attention, visibility and an overall personalized experience.
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As a hiring manager within your company, it is important when filling job openings to present the company in an attractive, cultural and meaningful way. If not, you could be missing out on competent and valuable job candidates.
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Do you really know how to interview potential job candidates? Believe it or not, you could be trying to fill the greatest job on the planet, with fantastic pay, and yet you get no takers simply because of your interview techniques.
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The notion of landing a job for life is all but dead in the water. Employees these days are more akin to migrant freelancers than long term and permanent. And why is that? Employees today expect employer flexibility, a strong company culture that they can agree with and if the company they plan to apply to will take care of them.
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Of course you care for your employees. But is your level of care fulfilling their expectations of what you should provide toward their employment?
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One of the best ways to attract superior job candidates is to not only have a strong, yet inviting company brand, but a brand ambassador who best represents your company’s brand.
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Great leaders don’t fall from above or miraculously appear as if someone has just waved a magic wand. Great leaders are about interaction with employees, establishing relationships and doing right by them.
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As a hiring partner in a law firm you’ll want to attract the best legal talent possible for the open legal jobs in your law firm. The first way to start to make your firm more attractive is to revamp your website.
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Recruiters don’t have it easy, particularly legal recruiters. If you’re a legal recruiter, be sure to check out this article for five methods you can take to help you rise in prestige and demand within the legal hiring sector.
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People within the legal and/or business sector recognize the importance of recruiters. Yet, one important aspect of the recruiter-hiring partner that gets little to no regard is the job seeker. Problem is, with some recruiters they first feel obligated to their employers, then their job seekers.
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This article examines the positive aspects of working with legal recruiters both for job candidates and business owners.
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