If you believe we still recruit the same as we did 20 years ago, then think again!

Once thought of as simply part of an HR Executive’s role which involved processing applications and little else, the modern day Recruiter (I prefer the term ‘Talent Acquisition’!) is so much more. People talk about the ‘War for Talent’ and it’s true! Finding and attracting the best talent in the market is becoming more and more of a tug of war between companies, in a very candidate driven market.

The modern day recruiter is now a jack of all trades, able to adapt to many roles and wear different hats to ensure a top notch recruitment process.

The Hunter, because candidates won’t be handed to you on a silver platter

Most recruiters worth their salt will have an extended network of relevant professionals. But sometimes that just isn’t enough. One of the key attributes a recruiter must have is persistence; the hunter mentality in tracking down and engaging with the most passive and elusive of top notch candidates who fit the requirements of the role. You will find it especially true if you are looking for specific talents in Tech!

The Salesman, because you need to convince the best profiles

Once you have found your perfect candidate, then what? Understanding the best approach and the potential motivations to move is a good start. What is lacking from their current role which they perceive to be important and how can your company be an improvement on that? That’s why one of my main objectives is to understand if my candidate has the potential to be a “SaleCyclist” and from there, help them come to the conclusion that SaleCycle is the only company for them!

The Marketer, because “Content is King” (Bill Gates)

Selling your company is important, but it’s a one-to-one thing. Engaging the right audience starts way earlier, and that’s when a Recruiter needs to turn into a Marketer. For us, it means that the Marketing and Recruitment teams really do work hand in hand. This applies to our social media strategy, as well as internal and external events organization. Your company is a set of values, culture, working environment, clients… that all play a huge role in a candidate’s decision to join a company.

The Strategist, because you need a plan

Who wins in a war? The side with the best strategy of course! If you’re looking for a very specific set of skills, is posting an advert on a generic job board going to get you the best ROI? Probably not! Think before you act: a good recruitment strategy means the right metrics and some planning. Say you need to fill in a Sales role and 2 designers, what are you going to do? In a nutshell, you have to know why, when, how and where. Put on your Strategist’s hat on to best answer business needs.

The Employee Engager, because you build your network one recruit at a time

What is the best (and easiest) tool for attracting new talent? Word of mouth! There is no better Recruiter than a happy employee! Ensuring current employees are happy and challenged is key to not only their productivity, but also the attraction of new talent! If someone is happy at work, they are much more likely to recommend your company to their friends and ex colleagues. We internally use a tool called TINYpulse to have constant feedbacks from the teams across the globe. Combine that with a strong referral scheme and you’re onto a winner! SaleCycle chose the option of a generous and tax free one. With the emergence of review sites such as Glassdoor, transparency and employee engagement has never been more important in the attraction of talent and this is something that all companies today should take very seriously.

Long story short, the Modern day recruiter has become more versatile than ever. We spend our day switching between hats. And if you’re already worried you won’t have room in your cupboards for these 5 hats, then brace yourselves: there are many more! If you’re lucky enough next time I’ll tell you all about being an Assessment Expert, a Social Media Guru and an Onboarding Wizard.



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