This is making me think hard about best practices etc… but then I think, hmmm, there are Recruiters, Head-Hunters, Executive Recruiters… what is the difference between them all? Bear with me here – The “Recruiter” is all about volume and a frenetic pace and getting the deal done – candidates as commodities. The “head hunter” is the one-off recruiter who is working multiple areas and is the be all to every client, to get the deal done. The one who is picking the low hanging fruit and tossing it away. The “Executive Recruiter” is the one who strives for a high level of professionalism in every contact and conversation and has taken the pledge above…

Great work!!
JH

We have seen recruiters learning to integrate valuable social networking tools as they continue to evolve. These tools can certainly aid the recruiter in their interactions with clients and candidates, as noted by Michael. However, the basic qualities needed and expected of a recruiter never change, and I think the list compiled in this post is one that holds true over the ages.

Several points on the list touch upon qualities recruiters must not forget to uphold: understanding, the ability to listen and communicate and honesty.

These qualities can translate over the phone, social network, e-mail or face-to-face. If recruiters can remember the points on this list and practice them in their everyday interactions, I too believe they will find success in this “small world.”

Great post! Your ideas and opinions on this matter are very valuable for both seasoned and new recruiters. We, as an industry, have plenty of room for improvement. This list would serve as a great guide to get started with that positive change.

With that said, I can also see why we fall into the common patterns that create a bad reputation for our industry. Recruiters enjoy people… we want to help (usually)… we are more commonly positive than negative. As a result, it’s not always easy to say “No.” Over time, this stretches us thin and ultimately leads to failing service models. I’ve experienced this dilemma myself and I’ve seen the issue within dozens of firms.

The solution… well, that may not be too complicated, but it will require an adjustment in the way that we interact with clients and candidates. Social media, in my opinion, can become a valuable piece of this effort. Perhaps if we start thinking in terms of how we can benefit the group as opposed to one individual, we would stop stretching ourselves out over the absurd distances that we do. With that said, there will always be a home for one-on-one conversation and interaction. I just think that we need to discover a better balance. It’s something that I’m dedicated to and something that I think our industry needs to focus on.

Thanks again for the great post! Let the “Small World” live on!

Looking forward,
Michael

Great post, its funny how the recruiting spectrum changes as time and technology changes especially when economic situations fluctuate. Today presents our industry with the biggest opportunity to present good will to candidates and thus help defeat the stigma of being a “recruiter”. I’m a true believer that you have to give to get and while that might not put dollars in our pocket book it creates good will with our candidates as they become hiring managers in the future. Thanks for your intellect.

Best,

Matt Jones
@matthewjones23