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What to Look for in a Supply Chain Recruiter?

As a company, you may be wondering what makes a supply chain recruiter good for your business? 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 having great experience in sales, customer service, marketing, design, coding and varieties of other fields can likely foster nice set of recruiting skills. 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 – as what shown in characteristics, most recruiters are actually rejecting more applicants than hiring them. The good ones do it in a graceful manner by turning rejection in relationship such as sending post interview rejection letter and the likes. On the other hand, sending personalized emails as well as building actual relationship is what making good recruiters to truly stand out even when they reject candidates.

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 – supply chain recruiters who bring value to the company they work for aren’t waiting for a new job opening before looking for new candidates. What they do is to develop the pipeline and store records of applicants that can be a fit for the position. They’re basically engaging passive candidates and making strong network. They know where they must find seasoned and experienced candidates and the way to properly source new talents.

They are making the best of social media recruiting as they’re not afraid to branch out to new hiring methods. So if ever they’ve seen a department is growing, they make collaborations with the supervisors and also the managers to gauge what are the hiring needs in the future.

Number 3. Play well with the hiring managers – there are instances to which recruiters have to manage conflicts with hiring managers that lead from the clash of interests. A successful recruiter need to seek way on how they can settle the indifference and balance demands of hiring managers. Most are after the experience of the candidate but still, let us not forget that the experience of the manager is equally important too.

What a seasoned recruiter will do is to utilize their general knowledge in putting stress to the possible issues that can be problematic in the future in which hiring managers don’t see or understand.

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