Recruiter News Friday, April 6 Recruiter, Company recruiter, & more…

What’s new?

  • The recruiter has the ability to connect the job seeker with the next opportunity which will provide income, benefits, experience, and contribute to the job seekers sense of self-regard, career development and accomplishment.
  • Whether or not the recruiter has a proper understanding of the companys purpose, there are numerous ways that recruiter/job seeker communication can break down: – – Stacy Caprio of Accelerated Growth Marketing responded to an email from a company recruiter because of how attractive the company looked in the advertisement….
  • Perhaps the unprofessionalism Stacy witnessed during the interview process is endemic to the organization; maybe the recruiter wasnt confident to be transparent with the candidate throughout the cycle; or, perhaps the recruiter wasnt fully informed by the hiring managers and was unable to provide transparency due to her own lack…
  • After two phone interviews, an in-person interview in which she was told she could do the job and would be perfect for the role, Sarah left the interviewnever to hear from the recruiter again.
  • When job seekers own their unique offerings and recruiters maintain the right balance of enthusiasm and empathy, communication can be authentic, respectful, and full of truly exciting potential.

Tags: recruiter, job seeker, company recruiter, Emotionally Intelligent Recruiter, recruiter contributes



  • One way to use spring break for the good of your career is to volunteer.
  • Many organizations specifically look for volunteers during spring.
  • A quick online search will net you pages worth of organizationsseeking help this time of year.
  • If possible, find a volunteer opportunity that will help you gain or improve skills related to your desired professional field.
  • If you choose not to volunteer during spring break, you can still take some time to make sure your online image is up to snuff.

Tags: spring break, job hunting, LinkedIn profile, social media, social media platforms

  • Do you love Technology?
  • Do you live and breathe Recruitment?
  • As an experienced Recruiter (either agency or in-house) with a strong Technology knowledge you’ll be a pivotal part of the Recruitment function, being a specialist in your own field.

Tags: strong Technology knowledge, Strong stakeholder management, HR business partner, accurate management information, experienced Recruiter

Top Recruiting Courses

Recruitment Interviewing (603 students enrolled)

By Bob Bannister
  • Identify the best applicants for the role.
  • Interview applicants effectively.
  • Avoid legal infringements.
  • Confidently select the best candidate for Job offer.

Learn more.

Recruitment for startups: How to avoid common pitfalls (89 students enrolled)

By Michelle Gyimah
  • Really understand who they want to hire by examining why they are hiring
  • Get to grips with different employment status which will help them avoid expensive tribunals claims
  • Understand the true cost of recruiting new staff - it's not just about wages!
  • Sound and look professional when interviewing job candidates
  • Stay away from inappropriate questions that land them in tribunal
  • Use a system that helsp them pick the best person for the job - based on facts
  • Understand how to do reference checks when someone cannot provide a reference
  • Save themselves up to £2,000 per employee by doing simple employee checks

Learn more.

Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)

By Craig Brown
  • Become a hiring hero at your company by finding the right person in record time.
  • Free up your recruiting schedule so you can focus on other important areas of your job.
  • Free $99 book version of this course!
  • Learn about the 'Heavy Door' theory of job applications.
  • Evaluate candidates using the 'Cross-Platform Verification' technique.
  • Effectively headhunt candidates using Boolean search strings.
  • Use the advertising industry's 'Rule of Three' when contacting candidates.
  • Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
  • Properly define the role and get buy-in from colleagues 'before' beginning the search.
  • Define the hiring process 'before' recruiting begins, and learn why this is important.
  • Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
  • Decide where and how to advertise job positions within your budget.
  • Evaluate online profiles and resumes for the 'paper test'.
  • Effectively screen and assess candidates in the early stages.
  • Decide what format final round interviews should take.
  • Create a job offer, negotiate salary and check references accurately.

Learn more.