In the past ten years, a lot has changed regarding how recruiting professionals view their role of actively recruiting the best candidates for their organization. Here are ten things recruiters have learned.

1. The Most Effective Recruiters Are Extroverts.

Expecting all recruiters to have an out-going personality is one of the industry’s biggest myths. What’s more important is whether a recruiter has the organizational skills and attention to detail necessary to effectively manage the process.

2. Challenging Management On The Job Requirements Is Not The Recruiter’s Job.

At The Newport Group, our job is to understand the position, advise our clients on what type of candidate can accomplish the tasks desired, and find that candidate for them.

3. Whoever Interviews The Best Is The Best Candidate.

Some people just don’t interview well but are excellent at doing their job. Employment processes must be comprehensive enough to allow the best candidates to stand apart from the rest.

4. If A Candidate Does Not Complete Their Resume Perfectly, Recruiters Should Not Accept Them.

No one is perfect. Recruiters should expect candidates will make minor typos and small grammatical errors. If resume errors are not extreme or question the candidate’s writing and communication skills, recruiters should not just accept the resume, but also assist the candidate in presenting a better resume.

5. Poor Job Performance Indicators Include Gaps In Employment And Frequent Job Changes.

There are legitimate reasons why candidates have gaps in their employment history or change jobs frequently. Life happens. Candidates may be off taking care of a loved one, pursuing higher education, or countless other reasons.

6. Recruiters Should Maintain A List Of Candidates To Contact When A Particular Position Becomes Available.

Most people don’t wait around for non-existent magical job openings. Qualified candidates may be in a current role that doesn’t fit their growth needs. The job of an effective recruiter is to find the most qualified candidate to present to a hiring company, regardless of the candidate’s job status.

7. Your Job As A Recruiter Is To Win The Best Candidate.

Sometimes, a candidate can be perfect for a role but the company isn’t perfect for the candidate. This can be a hard thing to face.The Newport Group, a top executive search firm, has the experience to help both the candidate and client through the process of finding the best candidate for the position and the best position for the candidate.

8. An Attractive Salary Is Key To Hiring Great Talent.

Although salaries are important, they are not always the primary reason a candidate takes a job. Candidates choose positions based on a company’s reputation, location, and a host of other reasons. While compensation is important it is not the barrier to hiring great candidates, as some might assume.

9. Wait Until You Are Sure The Candidate Will Accept An Offer Before Presenting One.

If you wait until you are sure the candidate will accept an offer from your organization before you present an offer, you never will. Don’t be afraid of rejection. Use the opportunity to learn if the compensation is competitive or if there are issues in the recruiting process that need to be addressed.

10. The HR Department is only a support function

Human resources manage everything concerning employees from their hire date to their retirement date. Working with the HR department on filing a position within their company should be a partnership and a collaborative effort.

We Network With A Purpose

The Newport Group is a leading executive recruiting firm with expertise in numerous industry verticals. We deploy proprietary data sets and meticulous processes to identify, recruit, place, and help retain blue-chip talent at leading companies nationwide. Turn the challenges ahead into competitive advantages alongside our help. Roles we’ve placed include Senior VP, VP of Operations, Sr. Construction Manager, and Operations Manager Telecom, to name a few.

Our team of recruiters is active in all sectors of real estate development, including production homebuilding, multifamily, commercial, retail, land, and asset, and property management. Construction verticals include commercial, civil, telecom, gas, power, pipeline, infrastructure, as well as environmental consulting and remediation. Ever strategic in our approach—we present talent that aligns with our clients’ strategic objectives.