Does the recruiter (or recruiters) affect the job candidates and their willingness to apply for a job in our organization? The obvious answer is yes. The recruiter is, in fact, one of the primary factors responsible for an applicant showing interest in our organization and our jobs. We also have to train recruiters in the process of the Realistic Job Preview (RJP) discussed below. They need to understand the job in detail so that they can give honest answers and an RJP of the job to the potential candidate. In many cases today, with our complex jobs, we may have a recruiting team with one person on the team having the “technical” knowledge of the job (maybe the supervisor of the job) and the other person having the HR-related knowledge that keeps us from inadvertently violating any laws, regulations, or internal policies. This helps us with the RJP because the technical person can explain details that the HR recruiter would generally not know or understand.
So our selection and training of the recruiter is a major factor in our overall recruiting success. We have to find individuals who have the ability to actively listen and empathize with job candidates, and then we have to train those individuals in the communication skills that they will need and the roles that they will play with both the hiring manager and the candidates.
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