Do you have to be an extrovert to be a good recruiter?

do you have to be an extrovert to be a good recruiter The recruitment industry has long-since carried an image of extroversion –typically associated with a confident and forward character in the sourcing of candidates to the preparations for interviews. As technology develops and becomes increasingly ubiquitous it seems to be affecting this focus, as recruiters are no longer required to be as characteristically outgoing. Alternative methods of sourcing candidates have arisen that.
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Keep your candidates happy after placement

keeping candidates happy after placementAs all recruiters know, that glorious moment of confirming a candidate’s placement is not the end of the road. Unfortunately (and usually very frustratingly) things can go wrong after this point. You need to ensure both your client and candidate are happy, and remain so after the placement. You might imagine that as far as candidates are concerned, surely they’re just.
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How to replace unsuitable candidates

How to replace unsuitable candidatesWe’ve all been there. With the best will in the world, you place a candidate that either the client is unhappy with, or they themselves are unhappy with the placement and all you can do is replace them. Even with the best intentions, the most thorough gathering of information, the most rigorous of checks, sometimes it just doesn’t work out. But.
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Social media mistakes

social-media-mistakes Love it or loathe it; social media is a valuable recruitment tool. Used well and it will transport you into the candidate’s world and give you the opportunity to target a phenomenal number of potential employees. Used badly and you risk damaging your company’s brand or even facing legal action. So inject a bit of savvy into your social media recruitment.
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The benefits of social media recruiting

social-mediaNot that long ago, if you had said you would be fishing for potential recruitment candidates on Facebook you’d have been laughed out of town. Well, that’s all changed. Today, finding skilled, talented candidates using social media sites is as viable as using more traditional methods, such as jobs boards, advertising, networking, word-of-mouth or cold-calling. In fact, arguably, social media has helped.
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Are online career fairs worth your time?

career-fairsJobs fairs have been around for years, and have in the past offered candidates the opportunity to connect with a range of companies all in one place. However, they also come with their downsides. They often attract vast amounts of people, and from a candidate’s point of view, can involve standing in queues for ages to get a very brief.
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5 tips for healthy client relationships

clientsBuilding good relationships with clients is part-and-parcel of business success. Customer loyalty from those who were satisfied with a good service in the past is cheaper and less time-consuming than forever having to seek out new recruitment leads. And these regular clients should never be taken for granted.  They certainly represent a solid foundation on which to build, and by.
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Construction & Manufacturing boost hints at economic recovery

constructionAccording to the latest figures from the Office of National Statistic, British GDP grew 0.7% in the second quarter of 2013, helped in part by the turnarounds in manufacturing and construction. In light of this, some economists have even gone as far as to predict that growth could pick up to more than 1% in the July-September period, strengthening the.
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The right job title

right-job-titleChoosing the right job title has far reaching implications from the job advert to how well the employee performs in their role. There’s thousands of jobs out there which are very similar in nature, but have wildly different names. Think about for instance the difference between administrative assistant and secretary – two very similar jobs, but perhaps with different connotations. It can.
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5 tips to becoming a better negotiator

negotiatorNegotiating is a basic skill that every recruiter should possess, after all your job entails balancing your own need to fill a given position against the candidate’s desire to get more and the employer’s desire to pay as little as they can realistically get away with. It’s a delicate balance and one that can only successfully be handled with good.
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