Recruitment can be a good career for individuals looking to change their professional lives. It is also a great career option for recent graduates who don’t have experience.

Recruiting requires a lot of hard work and patience, but this is what makes it so rewarding. The recruitment process can be long and draining. But the satisfaction of seeing a successful candidate placed into a well-paying position makes those long hours worth it.

Recruiters are responsible for finding the right candidates for their company, sometimes interviewing dozens of people. A recruiter must also navigate the changing dynamics of hiring with each new company they find work with.

Why is recruitment considered a good career?

Recruitment is a good career because it allows individuals to achieve their goals and make a difference in other people’s lives. It can also be a great career option for recent graduates looking for their first job through an online recruitment agency.

Young graduates can use this career as a stepping stone to finding their true calling. They will often get the opportunity to work with different people and learn about different industries.

The pros of being a recruiter

• Opportunity to develop your career: Many people have a hard time finding employment. It makes it seem like their career will not be of long-term success. However, this does not have to be the case. There is a chance for improvement in your career, but you must start with yourself. There is room to develop and grow in your field with any job on the market, whether you are a manager or entry-level.

• Chance to evolve an Entrepreneurial: Employment is a universal topic often discussed as an issue. Some people have a hard time finding employment. It seems like their career options are limited, and they don’t have many jobs to pick from. However, it also gives them the chance to evolve into entrepreneurs.

• Making the potential earning: Recruiters can make a significant income equivalent to $200,000 or more by assisting companies in hiring new employees. Some recruiters specialize in specific sectors such as finance and data science. These recruiters may get higher salaries than generalist recruiters who work across many industries.

• Freedom of your assignment: The many recruiter job opportunities offer additional benefits with a wide range of different tasks. Your daily tasks as a recruiter depend on your clients, portfolio, and the recruiting process. This diversity of tasks at work can help you maintain engagement. Remain motivated, contribute to your fulfillment, and get emotional satisfaction in the workplace.

• Can be creative in your work: Recruiters use their creativity daily and can use it in almost any situation. A recruiter’s creativity may lead them to send a personalized picture with the candidate. Using GIFs of the company, or even sending an emoji with a job opening to candidates on social media.

• Your competition is friendly: Recruitment is a friendly competition. When you are recruiting, it’s not about who can get the best talent. It’s about finding the right person for the job. Recruiting is not just an ambition that has to be completed by HR professionals or recruiters. The responsibility of recruitment falls on every member of the organization.

The cons of being a recruiter

• Recruitment is challenging work: Recruitment can be challenging for many employers. It’s common to recruit dozens, if not hundreds, of applicants before finding the right person for the job. Recruiters often wonder how they can make an employer’s job easier.

• High level of competition: Employment in a competitive market is a constant reality for employers. To find the best possible candidate for any position recruiter needs to create a competitive job description that attracts the best possible candidates for the role and then find them. 

• Stress: The compensation can be inconsistent and varied because of being paid through commissions. Slow periods can be a cause for fluctuating paychecks. However, if you have a high volume of vacancies during the period, this paycheck will often outstrip those in slow months. It can be a source of stress.

• Unpredictable working time: The 9-5 work schedule is boring for many. Hours of work are 8-5 pm with weekends off. However, as a recruiter, work hours are inconsistent. I had one employer who would call me at all day hours for help with hiring employees. However, another employer was more strict about their working hours and required all phone calls to be made before 5 pm.

Tips to become a successful recruiter

As a recruiter, you need to find the best talents and appoint them. Improvement is the observance of a company or service rather than an area of ​​available activity.

It also implies that a responsible human resources leader is a good leader who creates lasting relationships, promotes activities, and, most importantly, renews them.

Automate your tasks: We recommend you use recruitment software to optimize your performance. It is the all-one tool that allows you to forward job boards across many tasks, deploy applications, and store them in your CV library. 

These collaborative tools allow you to skip overtime to create profiles that interest you through a professional network. ATS (Applicant Tracking System) removes time-consuming tasks and allows you to focus your attention on other missions.

Source intelligently: Sourcing consists of the potential for identifying passive talents. You need to be a proactive source, use the edge, network, or social network. LinkedIn remains the most exclusive social network for navigation. It can also search professional networks and CV libraries. 

Gamify your recruitment: Gamification in HR appears to be a proven lever for engaging. Your game selection process enhances talent recruitment. It can blame the integration process, and it increases your employer brand, increases employees’ baggage, and corporate culture.

Create your talent network: Use your CV database to create pools of candidates to take advantage of the company’s needs. We advise you first to build pools for the sake of setting or the sake of the terrain as an example. Then gradually, they add the candidates to the right of the group.

Stay tuned for HR solutions: Watch for new HR trends. Methods are regularly changing, especially with techniques. For example: do you know that there is a skill in quickly detecting a candidate’s skills? 

It’s “Analysis and Matching.” Digital hiring is a technique that ensures that the candidate’s skills are responsive to the position offered.

Concerns about recruitment as a career

The digitization of human resources: Human resources have been experiencing increasing digitalization for several years. Better organization, time-saving, and budget optimization have many advantages to digitizing your activity. 

However, even today, many HRDs encounter obstacles during this transition. According to a study by Parlons RH, the first obstacle is the lack of internal resources and skills. You can define the right tools to use and the best practices to adopt following your HR strategy. You will sustainably initiate your digital transition by ensuring that all your employees are there.

Actions to be taken:

• Use ATS software to automate your time-consuming and repetitive tasks.
• Choose simple collaboration tools: WeTransfer for document exchange, Slack for internal exchanges, DocuSign for electronic signatures, etc.
• Define the best tools for conducting interviews.

Soft skills at the heart of recruitment: Soft skills play an increasingly important role in recruiting talent. As a reminder, these are the human or behavioral characteristics of the candidates, such as motivation, team spirit, or initiative. They are opposed to hard skills, that is to say, the skills and technical know-how for a position.

Thus, 52% of recruiters make soft skills a determining criterion for hiring, according to a Monster study. And this figure is only expected to increase in the years to come. Indeed, they make it possible to ensure more sustainable recruitment with a candidate who corresponds perfectly to the corporate culture. 

Actions to be taken:

• Bet on collaborative recruitment by integrating one or more of your employees into the recruitment process, and you benefit from an external and fresh perspective.
• Test your candidate. There are many tests online, depending on your needs and goals. For example, you can give the candidate a personality test or a scenario.
• Organize team interviews by inviting your candidate to spend half a day with you so that he meets the team and the workspace. 

Candidate experience: In this context of talent wars, it is essential to ensure the best recruitment experience. Indeed, the experience begins long before the interview. A simple post on your social networks can encourage candidates to apply for your offer. 

Therefore, you must make sure to offer an attractive and fluid path to keep your candidate engaged and motivated. 

Actions to be taken:

• Write an attractive job posting. You can highlight your corporate culture with images of your premises and your employees. 
• Create an accessible career site. The candidate must apply for your offer in a few minutes from his phone. 
• Communicate on your social networks. Many candidates browse your Facebook page before applying for the job offer. 
• Rethink onboarding. This step plays a decisive role since the candidate makes up his mind from his first days in the company. 

New managerial practices: The previous year brought back to the fore the key role of managers, particularly the importance of good communication between teams. 

This remote management has made it possible to rethink certain managerial practices, leaving room for more autonomy and accountability for workers. Therefore, it is essential to review the actions to be put in place to engage employees and limit the risk of burnout. 

Actions to be taken: 

• Train in responsible management: regular communication, more transparency, a sense of listening, and empowerment of employees.
• Support managers in developing their skills with training. 
• Value your employees. For example, you can offer career development and training.

CSR commitments: Corporate Social Responsibility promises to be one of the year’s most important topics. And for a good reason, more and more workers are sensitive to societal causes and want to participate in the collective effort. According to the ekodev CSR barometer, 70% of workers would like to be more involved in their company’s CSR initiatives. 

Actions to be taken:

• Establish a CSR charter: with your commitments to parity, diversity, and inclusion, or the environment.
• Offer CSR training to your employees. 
• Put in place small eco-responsible gestures (water bottles available, depolluting plants, or reducing paper consumption).

Final Words: After considering these pros and cons of working in recruitment, you should know whether this career path is suited to you. The next step is to decide which industry you would like the most. If recruiting interests you, your best choice will be one of those industries that appeal to you at heart-deep levels and in every way possible.