Recruiter – Persona

Recruiter
Tom

Insights make my job easier. Not only in positioning a role to potential applicants, but also in measuring how my competitors are performing in their search. We all want the best talent!

My role
My role is to assist the Talent Acquisition team with anything they need in the recruitment process. I work with a small team to manage a large list of job roles. As the first point of contact for the candidates, it is essential that I am personable and helpful.
I work closely with job board account managers to help me optimise our job postings and attract the best-suited applicants.
When selecting a partner
INFLUENCER

I am a junior influencer who assists the Talent Acquisition team with the end-to-end recruitment process.

BUYING PROCESS

I review historical strike rate data from job boards and present my findings to my Hiring Manager. I will make recommendations about which platform is currently performing best but will ultimately be led by my Hiring Manager’s decision. I will help write, upload and monitor the job role application.

Success to me looks like …
What we struggle with…
Why I struggle with SEEK…
Goals

What my team and I need to achieve…

QUALITY APPLICANTS
Solicit as many talented applicants as possible who fit the job requirements
STRATEGIC STORYTELLING
Effectively communicating a consistent brand message in the market on every channel​
INFORMED DECISIONS
Making informed decisions based on available data and extracting all available candidates​
STANDING OUT
Creating effective ads that set our job roles apart from our competitors
UNBIAS RECRUITMENT
Removing biases from the recruitment process
MANAGING QUERIES
Managing the query period before an application closes
ENGAGEMENT SCORES
Maintaining high employee engagement scores

CULTURE FIT
Managing micro-environments within large organisations
Challenges

What keeps my team and me up at night…

Drivers for change
  • Helpful business partnerships
  • Creative ways to reach new talent pools
  • Easy access to external qualitative data to optimise the recruitment process
  • Audience and competitor insights and how the market responds to our job ads versus our competitors 
  • The ability to scan through the applicants to find efficiencies
Objections to change
  • Confusing job board data
  • Poor application filtering
  • Lack of transparency over how our ads are performing in the market

 

 

Key Traits
01
RESULT DRIVEN

I am driven by finding the right candidate, for the right role, with the right attitude

02
PERSONABLE

I pride myself on my relationships between internal and external stakeholders

03
DETAILED ORIENTED

I carefully review data and applications to make the best decisions I can make

​

04
UNDER RESOURCED

I usually work in a small team that is under-resourced. I struggle to find time to effectively utilise technology integrations

My references and expectations
Where I live online
Staying up to date with trends
  • Trusted colleagues
  • Facebook groups for diversity​
  • EON (Equal opportunity network)
  • Future Women Association
  • Diversity Council of Australia
My influences
Helping me think
  • Competitor analysis
  • Data Reports​
  • Market mapping​
  • Historical job board “strike rate” data​
  • Job board metrics
  • Equity and diversity data of staff (when they start and at any time they choose to update their profile)​
What I expect from partners
My recruiting information is influenced by:
  • Job Boards to facilitate the reach our job role gets
  • Ability to boost certain jobs to an audience that meets certain criteria
  • Proactive data from account managers before we go to market
  • Level of support in helping us optimise our job positions to attract a more diverse workforce

What I’ve been reading recently

Wage Price Index, Australia

Recruiting Resources & Tips | LinkedIn Talent Solutions

Best Practices for Virtual Interviews

Building diversity & inclusion in the workplace

Glassdoor Job Search | Find the job that fits your life