You’re a recruiter looking to hire the best talent. How do you make sure you stand out from the competition?

don't promise candidates something that you cannot deliver in, if its going to take them 4 years to realistically get promoted, tell them that, if your work place is tough and not for everyone, tell them that, honesty is the best policy!

To stand out from the competition as a recruiter, I focus on building authentic relationships with candidates, offering personalized support throughout the hiring process, showcasing the company's unique culture and opportunities for growth, and providing a seamless and efficient experience for candidates. Additionally, I leverage innovative recruitment techniques such as utilizing social media platforms, implementing diversity and inclusion initiatives, and offering competitive compensation and benefits packages to attract top talent.

To be a good recruiter before reaching out to candidates one has to understand the type of skills required. This may include understanding the technical skills such technology required and what versions of technology are required as well as behavioral and cultural skills. Many a times a candidate may be good in his tech but lacks basic behavioral skills. Moving forward one has to keep in mind the need of both the sides:the employee as well as the employer. One needs to understand that the candidate will not just be working with some team but you. So while recruiting one has to keep in mind what values the candidate brings to the table.

Understand what is the your candidate's motivation, their current pain points in the current company. Get to know their team culture and what are the non-negotiable for them. Ensure very strong and clear communication and they know what is going on at each stage of the process. Do not sell something that is not realistic. Help them to understand what are the challenges of the job as well.

Building rapport with candidates has always helped me gain their trust, and has helped them feeling less stressed during our interviews. As soon as they realise that I'm genuinely interested to get to know them, we connect more efficiently and have a real conversation. People buy people first. Next, I always make sure to find out from the candidates what exactly they are looking for, to understand if we could offer them the right challenge and environment. Not only the candidate needs to be a good match for a company, but, also, the company for the candidate. Finally, I always help them prepare well for the next interview rounds, so they can be confident and do their best. Even if they don't get the job, they always appreciate that.

As a recruiter aiming to attract top talent, When initiating discussions with candidates, it's important to understand their priorities. For exp, if a candidate expresses interest in career growth, it's crucial to highlight the opportunities for advancement within the company and how the organization can support their development to reach the next level. Therefore, during discussions with candidates, it's important to listen attentively to their priorities and aspirations, and then effectively communicate how the company aligns with their goals and can provide the necessary support and opportunities for advancement.

Being Transparent with the candidate about the Process, Feedbacks, Budget, Scope of Growth helps to gain a better relationship with the candidates rather giving them all sort of promises just to bring them in. This helps me to standout to attract talents and make it mutually a win-win situation for both me and the candidate.

Taking a personalized, authentic approach sets you apart and reassures candidates through a genuine human touch. Building relationships, even without immediate roles, develops potential hires for future opportunities. This enhances the experience while maintaining an engaged pool of talent through passive candidates.

As a recruiter aiming to attract top talent, standing out from the competition involves showcasing the unique culture and opportunities within your organization, leveraging innovative recruitment strategies such as personalized outreach and targeted advertising, offering competitive compensation and benefits packages, providing a seamless and candidate-friendly recruitment experience, and actively engaging with candidates to build strong relationships and demonstrate genuine interest in their career aspirations. Being human and authentic is what I offer every single day.

Respond to your applicants. Be open and honest with them about their application but let them know either way. This lazy “we don’t care” attitude or if you don’t hear from us then your unsuccessful is not conducive to a positive experience and if they can’t be bothered at this stage, what does it say about the rest of the business and its practices. Building the right team starts from the beginning, not just when you have hired them. People talk and if you want top talent then you have to be seen to care otherwise your brand is tarnished.

To showcase your employer brand and stand out from the competition as a recruiter, focus on authenticity and transparency. Highlight your company's unique culture, values, and employee experiences through various channels, such as social media, employer review sites, and career fairs. Engage with candidates personally, providing a glimpse into your workplace culture and opportunities for growth. Encourage employee advocacy to amplify your brand's reach and credibility.

Let your employees be the voice of your employer brand. Involving, educating and enabling existing employees to grow their personal brand while being the culture champions and strong brand advocates can yield more effective results than any paid media strategies.

Standing out amidst competition as a recruiter, requires more than just showcasing an employer brand—it necessitates crafting an authentic narrative about your culture and company that resonates with candidates. Ensuring that candidates have a positive experience at all touch-points and a personalized experience through out the recruitment process, regardless of the outcome.

Employer brand represents our reputation and value as an employer, setting us apart from competitors and drawing similar candidates. Consistent, authentic communication across all touchpoints is key. Utilizing our website, social media, job boards, and referrals, I've conveyed our mission, vision, and values. Highlighting employee satisfaction through testimonials and ratings, and showcasing thought leadership via events and webinars.

If you're trying to attract the best talent, you'll have fierce competition. So what will differentiate your employer brand and make it more attractive than your competitors'? Find out which attributes of your employer brand are most important and most attractive to your key talent groups, and lean into these attributes when communicating with them. Map out the candidate and employee journey, and embed your values and attributes in every step and at every touchpoint so that they are truths that you and your employees can authentically share.

Your employer brand is important, but these days your personal brand as a recruiter is at least as important when it comes to standing out and converting more candidates and business. Having a strong presence on social media and treating your social profiles as a landing pages - i.e. you want to communicate expertise and generate trust via things like social proof. Doing this you will more likely increase response rates when you reach out OR even better - have candidates reach out to you directly.

Be transparent about the hiring process, including timelines, expectations, and next steps. Clear communication can enhance the candidate experience and set you apart as a reliable and trustworthy recruiter.

People are so set on selling their "USP" in marketing, podcasts, posts, adverts. It's easy to forget the longest standing tool in showcasing yourself, and that is word of mouth. Business leaders, CEOs, Directors, WILL mention your name & your company if you consistently do a brilliant job. Especially if you're in a particular industry where networks are tight, your reputation with precede you. You're only as good as your last job - consistently deliver and that will become your brand.

Sharing stories and testimonials from current employees about their experiences working in the organization can establish value proposition & different channels can be used to create such platform such as social media (LinkedIn, WhatsApp) or company website.

In the current scenario, where numerous AI and technology products are employed across various domains, it's time to transition from outdated recruitment techniques and data management practices. For instance, when posting a job opportunity on LinkedIn, the platform prompts for key skills, and AI algorithms highlight candidates based on their skill match. Similarly, there are several technology platforms available in the market that leverage AI for candidate screening and data analysis. Nowadays, even modern HRMS solutions come equipped with AI-enabled technology, assisting recruiters in efficiently screening candidates and maintaining data for analytical purposes.

There are numerous tools that you can leverage to get the best talent : 1. AI for screening the Resumes for which the JD should be on point 2. LinkedIn Recruiter (best for passive talent) 3. Naukri for active talent 4. Github for best developers 5. ATS to maintain the pipeline for the whole recruitment process & tap into past applicants 6. Network & relationship building is extremely essential ATS also helps you to pull out reports to make an analysis of the top companies, gender split, notice period range etc for the hired talent. Technology can also increase employer visibility & employer branding when used rightly. Tech can also automate communications,interview coordination & scheduling to maintain candidate relationships.

In our modern, technology-driven society, artificial intelligence (AI) and data analysis can be incredibly useful tools for global talent acquisition. In the past, managing profiles was a time-consuming task due to the need for physical paperwork. However, nowadays, the internet and online data can save significant time and effort. By using big data analytics, companies can better understand and manage talent. Additionally, AI can assist in creating and optimizing job descriptions for more effective recruitment.

End-to-end recruitment is a comprehensive process that can be time-consuming. Traditional methods such as using Excel sheets and notepads are outdated and inefficient. To stay competitive in the hiring market, it's essential to leverage technology and streamline your recruitment processes. There are numerous tools available for recruitment, and AI has emerged as a game-changer in this field. Personally, I find it indispensable to work with an Applicant Tracking System (ATS) as it simplifies tasks, enhances efficiency, and offers a more user-centric experience.

Using external labour market data allows you to accurately benchmark your self against the market and your talent competitors, who are not necessarily your industry competitors.

Optimize your application process for mobile devices. Many candidates prefer to search and apply for jobs using their smartphones or tablets, so ensuring a seamless mobile experience can attract a wider pool of candidates

Make the interview process easy to navigate. A clear screening process, including eligibility questionnaire, will make people feel comfortable in applying. Direct links to apply or to book interviews can really simplify the process and eradicate any unnecessary back and forth. Be sure to provide feedback in a timely manner.

Technology has been my go-to ally in global talent acquisition. It streamlines processes, optimizes resources, and improves results. AI tools have boosted my efficiency by automating sourcing, screening, and scheduling tasks. They broaden my reach, accessing new markets and diverse talent pools. Improved communication and collaboration make interactions with candidates and hiring teams smoother. Continuous performance analysis guided strategy refinements, and AI seamlessly helped me manage my talent pipeline.

While leveraging technology such as ATS/CRM systems for organization is important, it's essential to remember that behind every resume is a person. Avoid screening resumes solely based on keywords, as candidates may overlook including certain experiences, knowledge, or skills. Additionally, AI can be helpful for analyzing and summarizing data but is not yet suitable for communication with candidates. People prefer talking with people.

When you use tech, please make sure to think about how it impacts the candidate experience. For example, don't ask a candidate to upload a resume and then ask them to fill out their employment history.. you have it!

To stand out in the competitive landscape of talent acquisition, prioritize establishing strong relationships with candidates. Rather than viewing recruitment as a transactional process, see it as an opportunity to connect with individuals on a personal level. Take the time to understand their career aspirations, strengths, and goals, offering personalized guidance and support throughout. This approach builds trust and rapport. By maintaining consistent communication and nurturing these relationships over time, you solidify your reputation as a recruiter who prioritizes the well-being and advancement of every individual.

First and most important duty of a recruiter is to get connect with the candidate in such a manner that they feel comfortable while having initial conversation with them. They must feel that they are not getting interviewed in the first call itself. Try to understand their expectations in terms of Job role and package. Keep them posted about their profile status. Make them comfortable in the conversation so that they will have trust in the organization because as a recruiter we are the first point of contact from the organization. Building the best relationship with the candidate also includes getting connect with them even after they joined the organization, whether they need any help during the onboarding process.

Many of the best candidates I have hired over the years have been a journey to hire. Sometimes the best candidates are not immediately looking but build a relationship, and check in with them. Overtime these maybe the best hires you ever make!

Cultivating relationships from the onset of individuals' careers serves as a strategic investment for recruiters. Engaging with talented individuals early on, and providing them a chance to showcase their abilities, lays a foundation for a future talent pool. This proactive approach allows recruiters to build a pipeline of potential candidates, ready to be tapped into when the right opportunity arises. The initial trust and opportunity given can leave a lasting impression, making it more likely for these individuals to consider joining your organization when they are seeking new opportunities. This practice has consistently proven to be beneficial, highlighting the importance of early relationship-building in the recruitment process.

In my experience what candidates are really looking forward to is an update which many companies fail to provide, keeping them posted on each and every step and irrespective of the outcome is critical.

100%. You can have cutting-edge tools, super sourcing skills, knowledge & expertise or the best employer brand - if you are not capable of building relationships based on trust and integrity - you will not succeed. This is where it all starts and comes down to.

Be responsive, respectful, transparent, authentic, deliver on your promises, don't vanish on candidates, check in regularly and these small efforts will make all the difference.

In today's highly automated world, despite the advancements in technology, individuals often feel disconnected. In the realm of talent acquisition, it's crucial for recruiters to establish strong rapport with both candidates and hiring managers. They should take ownership of their responsibilities, ensuring they are well-informed about every aspect of the hiring process and promptly updating candidates as necessary.

Most important skill? it's "EMPATHY". Ever wondered why some people are naturally inclined towards talking to a certain kind of people over others? NO, it's not the good looks :), it's not how you speak as well either, also not your "funny" jokes. Empathy allows us to understand the minds of others and to resonate emotionally with them. Empathy forms a cornerstone of social cooperation and that’s why it's so important here as that’s what makes you different from other endless cold calling recruiters out there. You should be able to tune in on the same frequency to communicate much more effectively regarding the opportunity you are trying to present. Be the first person they would turn to when they might be in job market again. Win Win :)

To stand out from the competition as in Talent Acquisition, focus on transparency. Clearly communicate job details, company culture, and expectations. Provide honest feedback and updates throughout the hiring process. Build trust by being open about challenges and opportunities within the role. Transparent communication fosters a positive candidate experience and attracts top talent.

In a fast paced and transactional market, it is a continuous and ongoing learning process. Invest into your own development, keep up to date with current market conditions and be sure to reflect any changes in an authentic and transparent manner. Don't shy away from change, embrace that all roles come with challenges and it is how we face these challenges that often determines our success.

Start with understanding the requirement and only then you can reach to the best fit. It is essential that you understand the client's requirement and then finding the right match. Also, you need to understand that what the candidate is looking as being recruiter the job is not only to fill the position but make the candidate stay after all the cost that is involved. A good package is important but so is the work environment so try to sell that as well to ensure the candidate that he/she is getting it all. Indulging with the candidate on at a professional-personal level is important too for you to cater their needs to for a smoother process. Most importantly, it is all about how you convey and deliver the commitments on both ends.

To stand out as an IT recruiter, demonstrate resilience and adaptability by quickly adjusting to changing market trends and candidate preferences. For example, during a sudden surge in remote work due to unforeseen circumstances like a pandemic, I swiftly pivoted my recruitment strategies to focus on highlighting opportunities for remote work and emphasizing the importance of digital collaboration tools. This proactive approach helped me maintain engagement with top talent and fill positions effectively despite challenging circumstances.

Be resilient and adaptable, and accept the fact that there will always be someone who is going to be better than you. You have to learn how to follow before you can lead. You have to learn the fundamentals, improve them, and create your very own strategy, and in no time, those things that you thought were hard learning during your initial days are already a constant thing that you're doing daily in your Recruitment career and in no time, you'll just realize that you're already standing out in your very own special way as a Recruiter

As a recruiter, I understand the dynamic nature of global talent acquisition. Resilience and adaptability are key in navigating challenges and uncertainties. I prioritize flexibility, agility, and creativity to overcome obstacles and achieve success. Embracing change, seeking feedback, and continuously learning are essential in this ever-evolving field.

Resilience cannot be built overnight, it's built over a career. Certain personality types can be more adept at pivoting to achieve results. Learn from the best, surround yourself with people you trust and admire that can be a mentor for you. Understand their experiences and see how they reached success. Rome wasn't built in a day! Ultimately, adopting an entrepreneurial mindset and not taking every challenge as failure, but an opportunity to see how you can improve - can only lead to growth.

Approach challenges with a creative mindset. Encourage your team to think outside the box and explore innovative solutions. Foster a culture that values experimentation and learning from failure. Showcase examples of how you have tackled complex problems and found unique solutions.

Resilience and adaptability aren't just buzzwords but are critical competencies in today's ever-evolving talent acquisition landscape. Flexibility, creativity, and agility allow us to navigate through uncertainties with a positive outlook. By embracing change and learning from both successes and setbacks, we not only enhance our problem-solving capabilities but also foster a culture of continuous improvement and innovation. Let's keep pushing the boundaries and exploring new horizons to build strong, adaptable teams capable of overcoming any challenge!

As a global recruiter, the key to truly standing out is to connect with candidates on a personal level. Don't just focus on selling the job or the company – take the time to understand what drives each individual. Listen to their career aspirations, their values, and what they're passionate about. Show them that you genuinely care about their success and how they fit into the bigger picture. By building authentic relationships based on trust and mutual respect, you'll not only attract top talent but also create a positive and memorable experience for everyone involved.

Hiring top talent requires deep understanding of the market and your "target audience". What are they like? What are their pains? What are their ambitions? You have to know how your company can address those needs and communicate them to your target candidates.

Start with understanding the requirement and only then you can reach to the best fit. It is essential that you understand the client's requirement and then finding the right match. Also, you need to understand that what the candidate is looking as being recruiter the job is not only to fill the position but make the candidate stay after all the cost that is involved. A good package is important but so is the work environment so try to sell that as well to ensure the candidate that he/she is getting it all. Indulging with the candidate on at a professional-personal level is important too for you to cater their needs to for a smoother process. Most importantly, it is all about how you convey and deliver the commitments on both ends.

As a recruiter I test honesty in my candidate because character never changes , skills can develop, knowledge can earn but character or nature never change of a person