Hello everyone,
I have something to discuss which lot of fellow citehr members would be eager to know...here it goes.......How can a recruiter add value to his profile? Let's say that a recruiter has 3 years of work experience into technical and non technical recruiting. When he looks for a change, he would like to move to a senior position in talent acquisition/recruitment. During such times, a simple question of how he has added value to his profile is normally asked.
What could be the ways in which a recruiter adds value to his profile or do things differently? What can a recruiter do to stand out from the CROWD?
Please pour in all your suggestions/comments as it would benefit lots of people in this fraternity.
Regards,
Sajal
From India, Bangalore
1I have something to discuss which lot of fellow citehr members would be eager to know...here it goes.......How can a recruiter add value to his profile? Let's say that a recruiter has 3 years of work experience into technical and non technical recruiting. When he looks for a change, he would like to move to a senior position in talent acquisition/recruitment. During such times, a simple question of how he has added value to his profile is normally asked.
What could be the ways in which a recruiter adds value to his profile or do things differently? What can a recruiter do to stand out from the CROWD?
Please pour in all your suggestions/comments as it would benefit lots of people in this fraternity.
Regards,
Sajal
From India, Bangalore
It is a nice question from your end. You know well that you need something value added to your profile which could stand you differently from the crowed.
These are my suggestions:
1. You should have over acheived your targets
2. Should be well experienced in recruiting any kind of talents across all the industries/particular sector
3. Recruiting best talents available to the company for every requirement
4. Adopting fastest methods in recruitment.
and so on
From India, Hyderabad
These are my suggestions:
1. You should have over acheived your targets
2. Should be well experienced in recruiting any kind of talents across all the industries/particular sector
3. Recruiting best talents available to the company for every requirement
4. Adopting fastest methods in recruitment.
and so on
From India, Hyderabad
Thanks for your comments. However, I really thought this was one topic which would have got the attention of lots of citehr members but sadly, i don't see to many views or any other replies!
I wish everyone gives in their suggestions coz everyone's going to be benefitted once we have lots of ideas.
Hope to see lots of views and replies of course!
Cheers,
Sajal
From India, Bangalore
I wish everyone gives in their suggestions coz everyone's going to be benefitted once we have lots of ideas.
Hope to see lots of views and replies of course!
Cheers,
Sajal
From India, Bangalore
Growth of recruiter depends on lot of factors.....some of the highlighted are
1. His/her knowledge base, database of profiles and industry contacts
2. Market knowledge and poaching industries
3. Technical strength and domain knowledge
4. Value added services like - incitiation and implementations of recruitment stratagies, techincal prescreening, pre and post withdrawal measures,agrressivness, requirment vetting , discplined and working attitude.
Recruiters are back bone of any industry....Be proud to be a recruiter
Thanks and regards
Manohar
1. His/her knowledge base, database of profiles and industry contacts
2. Market knowledge and poaching industries
3. Technical strength and domain knowledge
4. Value added services like - incitiation and implementations of recruitment stratagies, techincal prescreening, pre and post withdrawal measures,agrressivness, requirment vetting , discplined and working attitude.
Recruiters are back bone of any industry....Be proud to be a recruiter
Thanks and regards
Manohar
Hi Sajal,
If its from a CV point of view then start putting numbers in percentages, its easier to project a good image in percentage than just by numbers also if you can segregrate it industrywise then the person who is going to interview you will have a definite idea also it shows how particular and focused you are.
If its during the course of the interview then the best solution is to detail your clients as you detail your candidates, share some knowledge about recent industry practises, make sure you have knowledge about good recruitment softwares available and used currently in the market.
The adding value to your question is not just a literal one, it has more to do with your approach and ambition going into the next level and what exactly have you attained in the previous three years, hence make sure you focus on the growth you have achieved in the past three years as a recuiter than focussing on what you have achieved in numbers. Being respected in your company for closing quite impossible positions can also be focussed upon.
Thanks & Regards,
AJ
From India, Thana
If its from a CV point of view then start putting numbers in percentages, its easier to project a good image in percentage than just by numbers also if you can segregrate it industrywise then the person who is going to interview you will have a definite idea also it shows how particular and focused you are.
If its during the course of the interview then the best solution is to detail your clients as you detail your candidates, share some knowledge about recent industry practises, make sure you have knowledge about good recruitment softwares available and used currently in the market.
The adding value to your question is not just a literal one, it has more to do with your approach and ambition going into the next level and what exactly have you attained in the previous three years, hence make sure you focus on the growth you have achieved in the past three years as a recuiter than focussing on what you have achieved in numbers. Being respected in your company for closing quite impossible positions can also be focussed upon.
Thanks & Regards,
AJ
From India, Thana
i would suggest if ur recruitment practices are the best go for benchmarking..this will add value and weightage...Recruitment is a never ending cycle..just like snakes and ladder..
a recruiter can add value in terms of minimizing recruitment cost, recruitment cycle minimization,
in cv u can show ur deployment rate, selection rate...in short whatever efforts u make should be highlighted.
Rgds
From India, Ahmadabad
a recruiter can add value in terms of minimizing recruitment cost, recruitment cycle minimization,
in cv u can show ur deployment rate, selection rate...in short whatever efforts u make should be highlighted.
Rgds
From India, Ahmadabad
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