{"id":13176,"date":"2024-09-30T05:51:17","date_gmt":"2024-09-30T03:51:17","guid":{"rendered":"https:\/\/www.indigroup.lt\/?post_type=info-kandidatams&p=13176"},"modified":"2025-09-15T11:34:45","modified_gmt":"2025-09-15T09:34:45","slug":"recruitment-who-can-be-called-experts-in-the-field","status":"publish","type":"info-kandidatams","link":"https:\/\/www.indigroup.lt\/en\/info-kandidatams\/recruitment-who-can-be-called-experts-in-the-field\/","title":{"rendered":"Recruitment: who can be called experts in the field?"},"content":{"rendered":"

When choosing a recruitment agency<\/a>, employers often contact several companies to discuss their ability to deliver the right employee. If recruitment firms are rated as either trustworthy or untrustworthy, then it is clear that the parameters for determining whether a recruitment firm or a professional is really good are not properly set. The essential parameters for evaluating a recruiter are 4:<\/p>\n

1. Is the recruiter able to ask the right questions at the right time and place?<\/h2>\n

There is a reason why recruiters are also known as question specialists. The ability to formulate precise questions is a key skill of a recruiter, both in the preparation and execution of the recruitment process and in asking questions of candidates. If a recruiter has only a few questions at the start of the recruitment process, then it is worth worrying. Every recruitment process is multi-faceted, so you should be asking a professional recruiter a lot of questions about the position you are looking for, the potential career path within the company, the hiring manager’s expectations, the image of the ideal candidate, the company’s internal culture, the technical requirements of the position, the reasons why you are looking for an employee, the list of “untouchable” employers, etc. Only by knowing all the details can the recruiter fully manage the recruitment process and attract the best candidates in the market.<\/p>\n

2. Can a recruiter “become” an hourly employee of an employer?<\/h2>\n

This parameter is particularly important in recruitment because the recruiter will have to represent the employer throughout the recruitment process. More simply, a good recruiter can add even more motivation to candidates to participate in the selection process, while a bad one can reduce the employer’s chances of attracting the best employees. This is why a recruiter needs to be seen as a representative of the employer and to understand whether he or she can adequately convey the employer’s strengths, the challenges ahead, the employer’s internal climate etc. If the recruiter cannot “become” the employer’s employee, even for a short period of time, then it will be difficult for the recruiter to convey the employer’s need and to select the most suitable candidate.<\/p>\n

3. What is the recruiter’s reaction to awkward questions?<\/h2>\n

Candidates do not shy away from asking uncomfortable questions to the recruitment project manager during the recruitment process. This is why the recruiter needs to be ready to answer unexpected questions, not to be distracted, to be able to manage the interview, to shape the topics, but at the same time to make the candidate feel at ease and confident. Being confident during job interviews gives candidates extra confidence in the employer, as all questions are answered clearly, there is no hidden information, etc. It is the ability to build confidence during the job interview that separates an average and a good recruiter. After an interview with a professional recruiter, a candidate should feel inspired and motivated.<\/p>\n

4. Can the recruiter keep the discussion in the field of the candidate for a long time?<\/h2>\n

Often at HR conferences there is a discussion about whether the recruiter needs to be knowledgeable in the field of the position being sought, whether it is a professional or a managerial one. Although HR discussions on this topic are often long and inconclusive, employers definitely win when they are able to choose a recruiter with technical knowledge. For example, when selecting an IT team leader, such a recruiter can discuss the frameworks used, best programming practices, IT infrastructure, network, EMS, QA, etc. Of course, too deep technical topics should be avoided, as they are often intended for technical conversations, but a deeper knowledge of the searcher’s field definitely helps to attract better professionals and managers.<\/p>\n

You might be interested in:\u00a0headhunting<\/a>,\u00a0ceo executive search<\/a>.<\/p>\n","protected":false},"featured_media":13175,"template":"","acf":[],"yoast_head":"\nRecruitment: who can be called experts in the field? - Indigroup<\/title>\n<meta name=\"description\" content=\"Who can be called recruitment specialists and what skills do they need. How does a successful job search work?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.indigroup.lt\/en\/info-kandidatams\/recruitment-who-can-be-called-experts-in-the-field\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Recruitment: who can be called experts in the field? - Indigroup\" \/>\n<meta property=\"og:description\" content=\"Who can be called recruitment specialists and what skills do they need. 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