But By The Way, What's A Recruiter Today?

But By The Way, What's A Recruiter Today?

2017 and his war of talents! For the company as for the candidate, the current relatively tense context imposes recruitment processes that are both long and complex.
Candidates and companies are more than ever awake in search of the rare pearl. In the age of digital, the relationship between candidate and employer tends to be horizontalized as much as it becomes virtualized.
Today more than ever, the recruiter must be relevant in his choices to find the famous five-legged sheep that his hierarchy claims. But by the way, who is this recruiter 3.0, what is his role and his career?

Digital At The Service Of The IT Recruiter

Long regarded as the 'poor relation' of the company, the HR department now plays a more than prominent role.

The advent of digital has indeed offered the function a new responsibility of weight: to promote the employer brand. This promotion of the company aims primarily to attract talent while developing the skills and therefore the performance of employees present in the company.

Right partner of the organization and whatever its structure and size, the HR function is now included and consulted when making strategic decisions.

. Recruiters today must position themselves as partners and therefore align with the vital line of the company. Expertise and global vision are the two legs of the recruiter 3.0.

More active than ever, recruiter 3.0 is continuously on the net, especially on networks to source and capture the best talent. More than big data, it is well-qualified data that he is always looking for.

 

To do this, the recruiter 3.0 must be immersed in the culture of HR marketing and not be discarded. In order to make talent want to join his company, sales and marketing skills must be an integral part of his pedigree. The recruiter version 3.0 must find the right candidates, seduce them to capture them but also prepare the next recruitments by actively communicating, ie by regularly sharing content. A good recruiter 3.0 is no longer simply a recruiter able to identify the right profiles but above all, and above all a recruiter able to attract rare talents. We are moving from a relatively passive approach to an active approach, a source of change for many organizations. One solution:

A Multiple Profile!

The new talents are due to the generalization of digitalization, mostly on social networks. LinkedIn of course but also Facebook, Instagram and Twitter. Recruitment on these media involves the construction of a medium-long term relationship with its audience and therefore its future candidates. Spending about 15 seconds on reading a resume, recruiters have little time left to write a personalized answer. How in these conditions establish a relationship in the long term of confidence with future candidates? The answer would appear to be in the DNA of recruiter 3.0. As a user of these networks, his understanding and mastery of these communication channels will put him in a position of equality with potential candidates. Because it will be part of the system, its legitimacy will not be threatened. He will also be able to find the desired candidates wherever they are, even at suppliers or in a competing company. The recruiter 3.0 is positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. He will also be able to find the desired candidates wherever they are, even at suppliers or in a competing company. The recruiter 3.0 is positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. He will also be able to find the desired candidates wherever they are, even at suppliers or in a competing company. The recruiter 3.0 is positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. 0 is thus positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. 0 is thus positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks.

The IT Recruiter 3.0, A Psychologist?

Above all, it seems important to remember that the first job of the it recruitment companies is to hire and evolve talents within the company. Human, the recruiter of today and tomorrow will also have to be innovative, able to act differently from its competitors to fulfill its mission in the best conditions. His ability to appropriate digital tools while leading a collaborative management will be his main challenge. Indeed, today and in the future, it is the attraction for the employer brand that will be the level of action and no longer simply the job. Knowing how to tell the company, create a candidate experience and value the group will be the criteria differentiating future years for any recruiter.

In addition, the collection and qualification of the data will allow it to increase its pool of talent while optimizing existing resources.

More than just degrees in law or management for example, recruiter 3.0 will need to be agile, relevant and fine psychologist. His ability to question the right questions to the right candidate at the right time will be a great asset in his quest for five-legged sheep.

Accompanying and valuing talents to ensure their loyalty is also an essential parameter in the recruiter 3.0 function.

Finally, we must not hide the capture of recruited talents. Stimulating and maintaining the involvement of employees who position themselves as ambassadors of the company is just as essential as the actual recruitment. Word of mouth, social networks are all channels of communication of the company’s speech. The creation and feeding of a storytelling by the recruiter is therefore essential to facilitate the meeting and recruitment of the desired candidate.

First contact with the company for a candidate, the recruiter carries in him and delivers in a conscious manner or not the image of the company. Spokesman of the organization, the recruiter 3.0 must combine commercial fiber, commitment, listening, mastering the various recruitment tools including new technologies but above all humility. Indeed, it is his ability to conduct a fair, objective and fair approach that will positively or not sanction his behavior and therefore his ability to carry out his mission in the long term.